
In today's fast-paced and ever-evolving business landscape, companies often face the challenge of managing fluctuating workloads and covering for absent staff. To meet these demands, businesses may need to consider hiring additional employees. Particularly during peak seasons or when regular staff are temporarily unavailable. This is where the role of temporary and part-time employees becomes critical.
Both temporary and part-time workers can help bridge staffing gaps, maintain productivity, and even offer a longer service to the public during the holiday seasons. However, understanding the distinct characteristics of each type of employee is essential for making informed hiring decisions and ensuring compliance with labour laws. In this article, we will explore the definitions of part-time and temporary employees as outlined in the Main Collective Agreement for Hairdressing, Cosmetology, Beauty, and Skincare and discuss the benefits and legal responsibilities associated with employing these workers.
Defining Part-Time Employees
According to the Main Collective Agreement, (section 4.2.49) a “part-time employee” is defined as an employee who works for an employer for not less than one day per week and not more than three days per week. Part-time employees are typically hired on a permanent basis, working shorter duration of hours than full-time employees as per each area prescribed within the Main Collective Agreement.
Part-time employees are ideal for companies that may not require a full-time staff member for certain positions but still need consistent support throughout the year. For example, businesses in the retail or service industries may benefit from hiring part-time employees to cover weekend shifts, peak hours, or specialized tasks that do not require full-time attention.
Defining Temporary Employees
A “temporary employee”, as defined under section 4 of the Main Collective Agreement, is someone employed by an employer for a limited period.
4.2.66 "TEMPORARY EMPLOYEE" means an Employee employed by an Employer in terms of which it is agreed that:-
4.2.66.1 the Employee is employed for a limited period of time, upon effluxion of which the Employee shall cease to be employed by the Employer; or
4.2.66.2 is employed as a substitute for an Employee who is temporary absent, excluding in the event of maternity leave; or
4.2.66.3Is employed to perform a specific task or execute a specific project, upon finalisation of which the Employee's employment with the Employer will terminate and may include a contract worker
This type of employee may be hired under various circumstances, for example;
Employment for a specific time – The employee's contract stipulates a limited employment duration, after which their employment automatically ends by a specific date. For example, this would be for peak seasons, or an event / special occasion offered by the business, also known as a sessional employee.
As a substitute – The employee is hired as a replacement for another employee who is temporarily absent, such as for maternity leave, long-term illness, or disability.
For a specific task or project – The employee is hired to complete a specific task or project, and their employment ends once the task is completed.
Temporary employees offer businesses the flexibility to quickly adapt to changes in staffing needs. For instance, during a busy holiday season or an unexpected staff shortage, hiring a temporary worker can help maintain smooth operations without the long-term commitment of permanent employment. Unlike part-time employees, temporary workers are often hired for permanent positions on shorter duration working hours.
Legal Considerations for Hiring Temporary and Part-Time Employees
When hiring part-time or temporary employees, employers must adhere to the same labour laws and regulations that apply to full-time employees. This includes complying with minimum wage requirements, providing appropriate leave, sick leave, National Bargaining Council and ensuring safe working conditions as mandated by the Occupational Health and Safety Act. Additionally, temporary and part-time employees are entitled to benefits such as unemployment insurance, and other statutory obligations and legislations.
One key aspect to remember is that temporary employees hired to replace an absent full-time employee must receive the hourly prescribed by the minimum wage scale as per the area prescribed, and the employer must inform the council within 7 days of commencement of employment of the new employee. If you are uncertain about which different type of employment or contract would be most suitable for your needs, please consult your nearest EOHCB representative for guidance.
Whether you choose to hire temporary or part-time employees depends on your business's specific needs and workload demands. Both types of employees can offer valuable support, particularly during peak seasons or when covering for absent staff. However, it is crucial to understand the differences between the two and ensure compliance with labour laws and the terms outlined in the Main Collective Agreement. By doing so, businesses can maintain a flexible, cost-effective workforce while ensuring they meet their legal obligations.
