Even temporary workers need to have their hours tracked
Hourly employment provided with the stipulation that a job may only last a few days or weeks is regulated just like an ongoing position.
The owner of a general store in Florida has been taken to county court by a temporary employee who claims she wasn't paid wages for two days of labor, according to local news source Around Osceola. The former employee alleges that she had performed work to help ready the store for its opening but her boss didn't pay her at a previously agreed-upon time and has since refused to compensate her.
The employer said that the arrangement was informal and she gave the former employee some money for food but never offered an official wage. The employer made a distinction between offering some temporary duties and bringing the ex-worker on as an employee.
Temporary employees have many of the same protections as workers with ongoing positions, the U.S. Small Business Administration reports. Overtime pay, minimum wage and time and attendance recordkeeping requirements are all the same for every hourly, non-exempt worker no matter the duration of employment.
When employers have needs for short-term labor, they need to track those employees just like their workers with ongoing positions. Using time and attendance software ensures all employees have their hours worked effectively recorded.
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