Guidelines for Utilizing Contractors
When employing contractors there are some fairly simple guidelines to follow which can greatly enhance the experience for everyone involved.
Do…
- Monitor time and attendance prior to signing time cards and confirm that the daily hours recorded equal the sum of the total hours reported for the week.
- Provide training and coaching for effective job performance.
- Include them in department meetings or emails when you are discussing procedure changes that affect the way they do their jobs.
- Educate them on all general guidelines and policies for your company.
- Invite them to join group lunches or company outings to help them feel like part of the team.
- Instruct them to call their Q&A Representative, after they have notified you, if they call in sick or unable to make it to work.
Do Not…
- Reprimand or discipline contract (temporary) employees. Call your Q&A representative directly or ask your HR contact to handle the issue.
- Give formal performance reviews to a contract employee. All discussions regarding performance should be directed to Q&A.
- Accept calls when they are not coming to work, without directing them also to call their Q&A representative.
- Give them an Employee Handbook. Contractors are not employees of your company. This will only be the case once they have been placed on your payroll.
- Communicate a change in their employment to “permanent” status. They could be hired and become a full time employee, but no employee is “permanent.”
- Discuss compensation directly with the contractor. All conversations regarding salary should be handled via Q&A.
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