Employee classifications are an important part of the legal structure of a company. To ensure benefits plan eligibility and compensation is kept in accordance with state and federal laws, a company must clearly define an employee’s classification.
Do you know your employee classification? Here is a basic breakdown of the differences between employee classifications. (This is a general guideline of employee classifications; these definitions may vary slightly from one organization to the next.) Discuss your options with the San Antonio temp agency you are working with so they know which classification fits your needs.
Full-Time Regular — A full-time employee is regularly scheduled on a 40-hour per workweek basis for a non-specified period. Full-time employees are eligible to participate in all benefit plans the company offers once he or she has met eligibility requirements.
Full-Time Temporary — A full-time temp employee is scheduled to work at least 40 hours per workweek for a period not to exceed 90 days. At the end of this period, the employee will either be converted to full-time status or released. In some organizations, an employee may continued as a full-time temp for one additional 90-day extension period upon request of the department head and with the approval of Human Resources. A full-time temp may also be eligible to participate in the company’s benefits plan and receive holiday pay.
Part-Time Regular — A part-time employee is regularly scheduled more than 20 hours but less than 40 hours per workweek for a non-specified period. Depending on the organization’s policy, a part-time employee may be eligible to participate in the company’s benefits plans once he or she has met eligibility requirements.
Part-Time Temporary — A temporary employee is scheduled more than 20 hours but less than 40 hours per workweek for a period not to exceed 90 days. After 90 days, a temp employee may be converted to part-time status or released. In some organizations, an employee may continued in this class for one additional 90-day extension period upon request of the department head and with the approval of Human Resources.
Independent Contractor — An individual is an independent contractor if the employer/payer only has the right to control the result of the work, not what is done, or where and how it the work is completed. If an employer controls what will be done and how it will be done, the individual is not to be considered an independent contractor, but rather an employee. An independent contractor is considered self-employed and must pay self-employment taxes.
On-Call — An on-call employee works on an “as-needed” basis for a non-specified period. Employment may be regularly re-evaluated to determine need.
Intern — An intern performs work in a special status for a specified period, i.e., summer, or an academic semester. Intern positions may be full or part-time, paid or unpaid.
For a precise definition of job classifications within your organization, contact the human resources department. Tri-Starr Group finds candidates for all employment classifications. If you’re looking for a San Antonio temp agency, contact us, to see how we can help you find the right employee that fits your needs.
(Source: Society for Human Resource Management)
