Here is the synopsis of our sample research paper on THE LEGAL, ETHICAL AND MORAL ISSUE OF TEMPORARY WORKERS AND CONTRACT EMPLOYEES. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 4-page paper examines differences in treatment of temporary/ contingent workers and a permanent workforce. Bibliography lists 4 sources.
Page Count:
4 pages (~225 words per page)
File: AS43_MTtemworke.doc
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Unformatted sample text from the term paper:
use of part-time, temporary and contract employees versus the full-time staff so common from the dawn of the industrial age. The use of a temporary or contract workforce accelerated during
the 1990s (Haden et al, 2011). Corporations have found a temp workforce to be especially beneficial during the recent economic downturn -
rather than having to shell out full-time salary and benefits to an idle workforce, senior management has found a temporary workforce to be more flexible (people can be hired when
the need arises and then dismissed when the need is done) and more cost-effective (in most cases, temp, contract and part-time workers arent eligible, by law, for employee benefits such
as paid time off). But there is a cost to this - labor union and employee representatives point out that its discriminatory
for employers to keep labor costs down for one segment of work, while paying full value for another. Furthermore, temporary and contingent workers have been unable to organize into unions
or other collective bargaining units because most times, they obtain employment through staffing agencies, and the agencies themselves prohibit such actions because the employer can decide to break off the
relationship with the agency (Ness, 2001). The reality of the situation is, from a legal standpoint, employers can do whatever they want, so long as it fits into the context
of the Fair Labor Standards Act of 1938. For example, there is nothing in the FLSA that says an employer HAS to pay an employees insurance, sick leave, time off,
vacation days or anything else - this is a matter of agreement between an employer and employee (or his/her representative) (Fair Labor Standards Act, 2012). The same holds true for
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