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7 Best Temporary Jobs That Pay Well (Plus Top Websites to Find Them)

Brett Helling is the founder of Gigworker.com. He has been a rideshare driver since early 2012, having completed hundreds of trips for companies including Uber, Lyft, and Postmates.

Since that time, he has expanded his knowledge into the Gigworker site, as well as writing the book Gigworker: Independent Work and the State of the Gig Economy Paperback,  now available on Amazon .

Looking for a way to maintain a steady income flow while seeking permanent work, or need something low-commitment?

Whatever your reasons, temporary jobs can be beneficial in some situations. However, it can be tough to find a flexible job that suits your interests.

In this article, you’ll find some best temporary jobs and the places where you can find them.

• 1. Dog Walker
• 2. Uber or Lyft Driver
• 3. Server/Bartender
• 4. Warehouse Associate
• 5. Administrative Assistant
• 6. Ski Instructor
• 7. Retail Merchandiser
• Why You Should Consider a Temp Job
• 1. Rover – For Dog Walker Jobs
• 2. Uber and Lyft – For Part-Time Drivers
• 3. GigSmart – For Bartender Jobs
• 4. Indeed – For Warehouse Associate Jobs
• 5. FlexJobs – For Administrative Assistant Jobs
• 6. SeasonWorkers – For Ski Instructor Jobs
• 7. Snagajob – For Retail Merchandiser Jobs
• What You’ll Need to Do Temp Jobs
• Tips to Succeed at Temp Jobs
• Can I Make a Career Out of Temporary Work?
• Does Temp Work Look Bad on Resume?
• Wrapping Up

7 Best Temporary Jobs That Pay Well

Before we dive into the list, it’s important to understand what the best temporary jobs that pay well are:

• Uber or Lyft Driver
• Server/Bartender
• Warehouse Associate
• Administrative Assistant
• Ski Instructor
• Retail Merchandiser

Where to find the best temporary jobs:

• Rover – For Dog Walker Jobs
• Uber and Lyft – For Part-Time Drivers
• GigSmart – For Bartender Jobs
• Indeed – For Warehouse Associate Jobs
• FlexJobs – For Administrative Assistant Jobs
• SeasonWorkers – For Ski Instructor Jobs
• Snagajob – For Retail Merchandiser Jobs

Dog walking provides a steady, predictable income, and you can do it as often or little as your work schedule allows. And it’s mostly recession-proof. Become a dog walker and start making money without worrying about leaving your regular job.

Average Salary : $16 per hour

Becoming a Uber or Lyft Driver would be a perfect temporary job while you figure out your next career move or business venture. It’s a great way to supplement your income on top of your regular job.

Average Salary : $15.97 per hour

As a server/bartender, you can serve food and drinks in restaurants or bars for a steady paycheck. Become a bartender and earn a lot of money working in a high-end restaurant. You can enjoy some great perks too, such as free meals or drinks.

Average Salary : $11 per hour

Warehouse associates perform several duties, such as receiving and processing shipments, preparing deliveries, filling orders, organizing stock, and more. They assist with inventory management and logistics in a warehouse setting.

Average Salary : $17.02 per hour

The role of an Administrative Assistant requires providing administrative services such as answering phone calls, scheduling meetings, managing calendars, organizing documents, taking notes, and much more.

Average Salary : $22 per hour

You can work as a ski instructor and land your dream job teaching techniques to other enthusiasts on the slopes. Spend your weekends showing beginners how to master the slopes and make good money.

Average Salary : $20.05 per hour

A retail merchandiser organizes and displays products, manages inventory, and monitors stock in a retail store. They implement various strategies to maximize sales and enhance the shopping experience for customers.

Average Salary : $32 per hour

Temporary jobs are a great way to find permanent employment and have many upsides. Here are some reasons why you should consider taking a temp job:

• Freedom and Flexibility : A temp job offers more freedom than permanent work. You can choose your schedule and work on tasks that you like. Temp work gives you a chance to explore other career paths.
• Stable Income : You can do a temp job as a side gig to make some extra money while working a full-time job. This gives you an additional source of income, especially when you’re between jobs or seeking permanent employment.
• Long-Term Potential : Temporary work may provide a key entry point to the job market. For temporary employees, it can be a stepping stone towards stable employment.
• Constant Learning : Temp jobs can provide good opportunities to gain new skills and experience in different industries. The experience you get from these temp jobs can also help fill those little gaps in your work history.

Top Places to Find Temp Jobs

Here are some of the top websites that can connect you with the best part-time jobs tailored to your skills and preferences:

Rover is one of the most popular online platforms connecting pet owners with experienced pet sitters and dog walkers. 

All kinds of pet care services are booked on the platform. This allows dog walkers to find their best-match jobs in their local area.

Pros of Rover

• A vast and active user base, which means more opportunities
• Clients can leave ratings and reviews, which helps build a reputation
• Secure payments to ensure dog walkers receive their earnings
• Provides insurance coverage for some services

Cons of Rover

• Rover charges a service fee on each transaction
• Strict application and review process
• Tough competition among dog walkers

Uber and Lyft are popular ride-hailing platforms that connect drivers with plenty of opportunities. 

You can sign up on the platform and start making money driving people around your city. You can drive your vehicle (if you have one) or the one owned by a non-driving partner.

Pros of Uber and Lyft

• Set your hours and drive on any day of the week
• Both apps make it easy for you to find and accept rides 
• Drivers can view their trips, earnings, and ratings on the apps
• Both platforms offer bonuses and incentives to drivers

Cons of Uber and Lyft

• Drivers are subject to user ratings
• Both platforms charge service fees and commissions on each ride

GigSmart is an innovative technology company that connects businesses with skilled, on-demand gig workers . 

It’s an excellent online platform for short-term temp job opportunities. It offers many temporary jobs across various industries, including bartending.

Pros of GigSmart

• One of the fastest-growing staffing companies in the gig economy
• Provides access to several work opportunities that best suit your skills
• Allows workers to find gigs that fit their availability and experience
• Instant payment upon approval

Cons of GigSmart

• Tough competition for jobs in some industries
• Workers may not receive traditional benefits like health insurance

Indeed caters to several industries, including warehousing and logistics, so you could find your best-match job.

Pros of Indeed

• Offers access to a vast database of job listings
• Easy job search based on location, experience, and job type
• Provides employer reviews and ratings
• Allows users to track their job applications on-the-go 

Cons of Indeed

• Occasional fake job postings or potential scams
• Some job posts lack adequate information about the requirements
• The response time from employers can vary

FlexJobs is the go-to freelance marketplace for those seeking legitimate temporary job opportunities.

Pros of FlexJobs

• Primarily focuses on remote temporary work 
• Curated job postings to ensure access to only legit and quality employment
• Features part-time, freelance, and alternative jobs
• Offers a subscription, which means legit jobs and less competition

Cons of FlexJobs

• The subscription-based model may not be affordable for budget job seekers
• The availability of jobs in specific industries and locations may vary

SeasonWorkers is an award-winning job search platform that connects job seekers with seasonal and temporary work. It focuses on the tourism, hospitality, and outdoor industries.

Pros of SeasonWorkers

• Hosts a diverse range of seasonal job listings from employers worldwide
• Covers several industries, including ski and snowboard resorts, summer camps, beach resorts, etc
• Offers job opportunities in multiple countries
• Direct contact with employers through the platform

Cons of SeasonWorkers

• Most job postings are seasonal, so you have to check the website regularly
• No fat paychecks and amazing perks

Snagajob is one of the best freelance work marketplaces specializing in hourly and part-time job opportunities. It’s a good choice for those interested in the retail sector.

Pros of Snagajob

• Easy to set up your profile and start your job search
• Offers access to all kinds and levels of hourly jobs
• Offers a user-friendly mobile app, allowing you to apply for jobs on-the-go

Cons of Snagajob

• The availability of temporary jobs can vary depending on your location
• Banners aren’t available to small businesses

You need a combination of soft and technical skills, plus certain qualities, to do temporary jobs effectively. Here are a few of them:

• Time Management Skills : Temp jobs typically are short-term positions, and employers expect you to be productive from day one. You need to prioritize tasks, meet deadlines, and deliver quality work to effectively organize your workload and plan your schedule.
• Communication Skills : Clear and effective communication will help you build relationships and understand expectations better.
• Problem-Solving Abilities : Temp jobs often involve handling complex tasks or projects. Problem-solving skills allow you to find solutions when you’re experiencing setbacks. It demonstrates your value to the employer.

Here’s how you can ace your temporary position and make the most of it: 

• Find Your Passion : Remember, there’s more than one perfect job for each individual. The truth is you can find satisfaction with lots of different types of jobs. However, it’s important to first figure out what you like to do or what you’re good at.
• Update Your Resume : Keep your resume up to date, highlighting all your relevant skills, experience, and education. Tailor your resume to the specific temp job you’re applying for to attract the employer’s attention.
• Job Search Strategy : Leverage job search platforms and websites to find jobs in your desired industry or location. Keep an eye out for job openings labeled as “temporary,” “part-time,” “contract,” and so on.
• Online Portfolio : Build a solid portfolio of your recent work and past experiences to demonstrate your credibility to potential employers. For one, keep your LinkedIn profile up-to-date and professional.

Frequently Asked Questions

Working temporary jobs are more than just part-time work. You can work in one city and live in another. You can learn a variety of transferable skills which are essential in almost any field or industry.

This could be the stepping stone you need to start a full-time career.

No, you should include temp work experiences, no matter how small or big, on your resume.

You can impress potential employers with the skills you’ve acquired while working these jobs. It demonstrates your ability to work in different environments and take on new challenges.

People assume that a permanent job is the only way to earn a living, but a significant percentage of the workforce doesn’t make money from traditional jobs.

Workers in the gig economy are now thriving and enjoying the flexibility the only temp work offers!

You can explore our list of some of the best temporary jobs in many distinct occupational sectors or industries. These temp jobs are a great way to start your career as you figure out what to do next.

Do you find the article helpful? Share your thoughts in the comments section below. And feel free to share it with others who’d be interested in a temporary job.

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Navigating Temporary Employment: Exploring the Pros and Cons

• Written by: Carin Vreede
• Last updated: 15 March 2024

This article will explain everything you need to know about temporary employment – from the pros and cons to the rights of workers on temporary contracts.

Table of contents

What is temporary employment?

Types of temporary employment, what are the benefits of temporary employment, what are the disadvantages of temporary employment, temporary employment and hiring in practice, occupational safety and health.

Temporary employment is a short-term working arrangement between an employer and an employee. The length of the agreement can vary but is typically between one day and one year . Employers often use temporary employees to fill vacant positions due to an employee leaving the company, working on a special project, or during times of high demand. For example, a company may hire a temporary worker to help with a busy season or to cover for an employee on leave.

There are many benefits to temporary employment for host employers and employees. Employers can save on training and development costs, and they have the flexibility to increase or decrease their workforce as needed. Employees can gain valuable work experience, build their resumes, and earn income while they are between jobs.

If you are interested in pursuing temporary employment, keep a few things in mind:

• Be prepared to explain why you are interested in the position and believe you would be a good fit.
• Be flexible in terms of your start date and duration of the assignment.
• Be sure to have your resume and references ready to go.

Temporary workers fall into two different categories, but they both fall under the same premise: they are not permanent employees.

Fixed-term contracts

An individual is employed on a fixed-term basis with a contract stating the length of time they will work. A time frame could range from 1-6 months to a year but is typically about 3-6 months. Sometimes, a company needs an outside hire to work on a specific task requiring a temporary, outside staff member. 

Useful Read:  Contract of Employment: A Comprehensive Guide for Managers

Retail businesses, in particular, may require extra help during busy periods like Christmas. The company can hire employees when needed rather than surplus employees when activity resumes. 

Temporary contracts

Temporary employment arrangements are usually informal and without a contract. You could work on a task for several hours a week until it is completed or take on a one-time, short project.

Employers and employees can benefit from this work, although it is less common than a fixed-term contract . To protect their rights and those of the company, freelance workers usually accept temporary and hourly jobs .

There are several benefits of temporary employment:

Flexibility and Variety:

Temporary employees can change their schedules according to their needs. They can work full-time or part-time, allowing them to accommodate their schedules with their family needs and other commitments. Employers can also choose who they want for temporary positions, which means there is more flexibility regarding who will work for them at any time.

Skill Development:

Whether you need some skills for your resume or want to explore new career options, you may qualify for a temporary position if you don't know what you want to do with your career or interests. Temporary opportunities can give you a chance to experience different types of jobs and develop new skills at the same time. 60% of temporary workers report gaining new skills while working with a temporary employment agency. You will likely find new career opportunities or full-time jobs due to acquiring new skills and experiences.

Opening to Permanent Position:

Temporary employment opportunities can help you qualify for permanent employment in an organization. You can gain experience by working in a temporary role. As an employee, you gain insight into the company's culture and expectations and hands-on experience working for the company. You will also be at an advantage over those without the same connections and knowledge when you get hired after impressing hiring managers.

Employee scheduling and Time-tracking software!

• Easy Employee scheduling
• Clear time-tracking
• Simple absence management

Lack of Job Security:

Temporary employment does not provide job security for the long term. A fluctuation in assignments and pay rates may force you to take an assignment and pay rate that doesn't suit your abilities. It may not provide you with the income you need.

You may need help planning and have to do assignments you don't enjoy. Remember that you will only be assigned to the organization for a short time if you get the job. Temp workers may experience periods of unemployment due to gaps between assignments.

Limited Benefits:

There are many temporary job opportunities, but temporary positions typically have limited or no benefits. Temporary workers are usually not covered by health insurance, paid vacation, or pension plans . Time off or vacation may mean you are responsible for paying for your coverage. You will also have to account for not receiving pay during that time.

Useful Read:  What does Paid Time Off Mean? Everything Managers Need to Know

Low Satisfaction:

Temporary employment may not be satisfying, as you are not working permanently and will only see the effects of your work for a short time. Temporary workers are often treated differently from those who are full-time. In such a situation, a person might feel like an outsider and unable to establish a strong connection with their fellow employees and colleagues.

An audit by a national auditor confirms that all hiring requirements have been met in practice. All parties involved in the relationship have a framework agreement outlining rights and obligations between the lender, the borrower, and the employee.

What are the rights of temporary agency workers? Temp workers are expected to be treated the same as regular employees under the law.  There must also be respect for minimum working conditions.  It also includes certification of temporary agency workers in accordance with collective agreements, enforcement of minimum wages , and remuneration and leaves even during off-peak periods.

Furthermore, we must take into account wage caps and social security deductions. It is optional for temporary staffing agencies to become experts on workplace hazards but rather to identify the conditions at their clients' (host) agencies, potential risks, and how to protect temporary employees.

It is, therefore, mandatory for companies to obtain permission from the relevant employment agency before lending workers. A time limit is also set here for hiring a worker. The same borrower can use a temporary agency worker for a maximum period of 18 months.

Temporary staffing agencies can engage in employment relationships if the maximum release period has been exceeded or the lender doesn't have a permit to leave.

Several factors could contribute to the high injury and illness rates among temporary workers. As a result, they are often assigned hazardous jobs or tasks because they lack experience.

In addition, they may lack the basic skills to protect themselves from workplace hazards because they haven't been properly trained to speak out against unsafe work conditions. According to a joint guidance document published by OSHA and NIOSH, staffing agencies and host employers are responsible for maintaining a healthy and safe work environment for temporary workers.

Occupational/ workplace safety and health for temporary workers need collaborative and interdisciplinary efforts (e.g., epidemiology, occupational psychology, organizational science, economics, law, management, sociology, labor health, and safety).

What is an example of a temporary employee?

A temporary employee works for a company for a specific period and then leaves. A temp or staffing agency usually hires these workers, who are often hired to work in various industries (such as retail and food service).

How long should a temporary job last?

The length of your temporary employment depends on the type of position you are filling. For example, if you are filling a retail job that requires only three months of full-time work, your temporary employment will be three months long. If you are serving a permanent position that requires five years of full-time work, then your temporary employment should last five years instead.

What is the meaning of temporary employment?

Temporary employment is an employee who works for a particular employer for a limited time period. In the United States, this includes independent contractors who work on their own behalf and employees working primarily under contract with another company or individual (also known as direct hire).

Written by:

Carin Vreede

With years of experience in the HR field, Carin has a lot of experience with HR processes. As a content marketer, she translates this knowledge into engaging and informative content that helps companies optimize their HR processes and motivate and develop their employees.

Please note that the information on our website is intended for general informational purposes and not as binding advice. The information on our website cannot be considered a substitute for legal and binding advice for any specific situation. While we strive to provide up-to-date and accurate information, we do not guarantee the accuracy, completeness and timeliness of the information on our website for any purpose. We are not liable for any damage or loss arising from the use of the information on our website.

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Everything You Need to Know About Temp Jobs

Learn about temp jobs, temp agencies and whether they're the right fit for you.

What to Know About Temp Jobs

As COVID-19 shows no signs of slowing down, many people are frustrated and confused about their careers. The current economic crisis has many of us considering a side gig or temp work, either to make ends meet or to acquire needed skills before changing to a new industry or field. To help you make an informed decision, here's what you need to know before taking a temp job.

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What Is a Temp Job?

Temp jobs, or temporary jobs, are short-term jobs with a company, either for a short-term contract or a defined short-term period. For example, many companies are hiring temporary workers for the holiday season. A temp job could also cover a full-time employee’s position if they are sick or out on leave for an extended period of time. Temp positions normally do not include employee benefits, but some temp agencies offer benefits to employees who have worked with them for a certain period of time.

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Temp Jobs vs. Part-Time Jobs

If you are deciding on whether to take a part-time or temporary position, it’s good to know the key differences between the two. A part-time job is a permanent position at a company with no defined end date. Since a part-time employee is employed by the company they work for, they may receive certain employee benefits . A temp job is a short-term contract with a company through a temp agency for a certain amount of time or until a project is completed. While a temp job could be for full-time hours, temps are generally paid less than permanent employees.

What Are Temp Agencies?

Temporary employment agencies are a type of recruiting or placement firms that specifically help companies hire employees for short-term contracts. The agencies handle the recruiting, screening and interviewing process. Job seekers do not pay any fees to work with a temp agency since the fees are covered by the companies looking to bring on temporary staff.

If you are interested in working with a temp agency, you can speak to your network connections to find out if they recommend any. If someone you know has worked with a temp agency in the past, ask them about their experience. Research any recommendations online by visiting their websites. Use Yelp or other online business review sites to see who is listed in your area. When speaking with the temp agency, ask them about what markets or contract types they specialize in. Are any benefits included in the temp jobs? Once you choose a temp agency, you will provide them with your resume and have an interview. Once you are approved by the agency, they will contact you with temp jobs that match your skill set.

What Does Temp-to-Hire Mean and How Does It Work?

In some cases, temporary positions can lead to a permanent hire position within the company. This is often a stipulation of the temp job, but this may also happen by impressing the company during your short-term contract. Temp-to-hire positions can last up to six months with the possibility of the employer extending the contract further or permanently hiring the employee. If the employer and the employee agree to a permanent position, then the short-term contract would end and there would be paperwork to bring on the person as a full-time employee.

When to Pursue a Temp Job

With COVID-19 affecting so many industries , temp jobs are a nice way to keep your skills sharp and help pay the bills at the same time. They are also a good choice for someone considering moving into a new industry or someone deciding what their next career move should be. It’s also a great way for new college grads to gain experience that they can add to their resume. While it’s generally recommended to try to find temp jobs that best align with your skills, the pandemic has thrown that out the window to a certain extent. There is nothing wrong with taking a temp job to support your family, even if it’s not your first choice. You can impress a future hiring manager by showing them that you worked in an unfamiliar field instead of not working at all. This also highlights your dedication to your family, which is something that many can admire during this time.

Networking Opportunities

Temporary jobs can lead to new networking connections, opportunities and good references if you stand out as a worker. All of this can help you in your pursuit of a permanent job position. Make sure to keep track of the positive feedback you receive while working a temp job, since this can also be used on your resume and future job interviews.

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Temporary Employees: What You Need to Know in 2024

When it comes to staffing a company, it’s crucial to have a clear understanding of what role temporary employees play in the workplace. A temporary employee, also known as a temp, is a worker who is hired to fill a position for a limited period of time. This could be for a few days, weeks, or even several months. The use of temp workers has become increasingly popular in recent years, especially in industries such as healthcare, manufacturing, and hospitality.

The importance of temporary employees in the workplace cannot be understated. For many companies, temps provide a flexible workforce that can be brought in as needed to cover short-term demand or fill in for employees who are on leave. Temporary staffing agencies also offer a source of skilled professionals in a variety of fields, making it easier for companies to quickly find the right fit for their business needs.

In this article, we’ll dive into what you need to know about temp workers. From regulations around hiring and working with temps to the benefits and drawbacks of using temporary employees in your business. We’ll also explore tips for managing temporary workers effectively, including how to onboard them effectively, build a positive working relationship, and ensure that they are productive and satisfied during their time with your company.

By the end of this article, you’ll have a comprehensive understanding of everything you need to know about temporary employees, from the benefits and challenges to the best practices for hiring, managing, and retaining them. Whether you’re a business owner or a manager responsible for staffing your organization, this guide will provide you with the insights and tools you need to effectively leverage the power of temporary employees to help your company succeed.

Types of Temporary Employment

Temporary employment is a popular option for employers who require additional manpower for specific tasks or projects. Here are some of the most common types of temporary employment:

Temporary Agency Employees

Temporary agency employees are workers who are hired through a staffing agency. These employees are technically employed by the staffing agency, and the agency then places them in temporary positions with client employers.

Temporary agency employees can work in a variety of industries and perform a range of duties, from administrative support to manual labor. As a result, they have access to a broad range of job opportunities – albeit on a temporary basis.

Seasonal Workers

Seasonal workers are temporary employees who are hired to work during peak times of the year. For example, they may be hired to work on a Christmas tree farm during the holiday season, or as lifeguards at a pool during the summer.

Seasonal work can be a great way for workers to earn extra income during busy times of the year. However, it may be difficult to find consistent work throughout the year.

Contract Workers

Contract workers are temporary employees who are hired for a specific period of time or task. They may be hired to work on a specific project, for example, or to cover a short-term need while a permanent employee is on leave.

Because contract workers are typically hired for a specific skill set, they may command higher rates of pay than other types of temporary employees.

Freelancers

Freelancers are self-employed individuals who work on a project-by-project basis. They may be hired to complete a specific task, like designing a website or writing a white paper.

Freelancing can offer workers a great deal of flexibility – they can choose their own hours and work from wherever they like. However, it can be difficult to find consistent work, and freelancers may have to work on a number of projects simultaneously to make ends meet.

No matter what type of temporary employment you choose, it’s important to understand that it is temporary by nature. As a result, it’s helpful to be proactive about seeking out new opportunities and building your network. With the right approach, temporary employment can be a valuable stepping-stone to your dream career.

Advantages of Hiring Temporary Employees

Hiring temporary employees has become a popular solution for businesses of all sizes. This hiring strategy offers many benefits that full-time employees do not, including cost savings, flexibility, filling skills gaps, and reduced liability.

Cost Savings

One of the primary advantages of hiring temporary employees is cost savings. Businesses that rely on temporary workers can save money on salaries, benefits, training, and taxes. Additionally, hiring temporary employees allows businesses to adjust their workforce quickly and efficiently to meet the demands of the market.

Flexibility

Temporary employees offer a high degree of flexibility to businesses. This is especially true for businesses that experience fluctuating demand. Temporary workers can be hired to cover holiday absences, seasonal increases in demand, or even short-term projects. This flexibility also allows businesses to experiment with new hires without committing to long-term employment.

Filling Skills Gap

Temporary employees can help businesses fill skill gaps without having to invest in expensive training programs. Businesses can hire temporary workers with the specific skills and experience needed for a particular project or role. This can be particularly beneficial for businesses that need specialized skillsets for short periods.

Reduced Liability

Another advantage of hiring temporary employees is reduced liability. Unlike permanent employees who enjoy full-time benefits and rights, temporary workers are typically not entitled to the same perks. This means that businesses can avoid the cost of providing benefits such as health insurance, retirement plans, and paid time off.

Finally, hiring temporary employees also helps to reduce liability in case of lawsuits. If a temporary employee is found to have acted negligently, the business may not be held responsible.

The advantages of hiring temporary employees are numerous. Businesses that rely on temporary workers can save money on salaries, benefits, training, and taxes. Additionally, hiring temporary employees allows businesses to adjust their workforce quickly and efficiently to meet the demands of the market. Temporary employees offer a high degree of flexibility, help to fill skill gaps, and reduce liability for businesses. Understanding these benefits can help businesses make better-informed decisions when hiring temporary workers.

Disadvantages of Hiring Temporary Employees

While there are benefits to hiring temporary employees, there are also several disadvantages that employers should consider before making the decision to bring temporary workers on board. Below are some of the most significant disadvantages.

High Turnover Rate

One of the biggest issues with temporary employees is their high turnover rate. Temporary workers are typically drawn to this type of work because of the flexibility it provides. They may be looking for short-term work while they search for a permanent position, or they may prefer the option to work different jobs as opposed to having a single employer.

As a result, employers may find themselves constantly onboarding new temporary workers. This can be time-consuming and expensive, particularly if these workers require training and resources that a full-time employee would not.

Lack of Loyalty

Temporary employees are more likely to have a lack of loyalty compared to full-time employees. Because temporary workers only plan to be with the company for a short period, they may not feel a strong attachment to the organization or its values. Moreover, they may not be invested in the company’s long-term goals, which can result in a lack of motivation to work toward them.

Limited Skillset

Temporary workers may not have the level of expertise and skillset that a full-time employee would. This can be particularly problematic if the employer expects the temporary worker to perform a certain task or project that requires a specific set of skills. Training temporary workers can also be challenging since there is a high likelihood that they may leave before the company can benefit from their investment.

There are legal risks associated with using temporary workers. Employers must ensure that they are compliant with all relevant labor laws and regulations, including minimum wage, overtime, and worker’s compensation requirements. Employers may also face penalties and fines if they misclassify a worker as an independent contractor instead of an employee.

Additionally, employers must ensure that temporary workers are properly trained and have the necessary safety equipment to perform their jobs safely. Failure to provide adequate training and safety equipment can result in accidents and injuries, which may lead to costly lawsuits.

Employers should take all these factors into consideration before hiring temporary employees. While the flexibility and cost savings associated with temporary workers can be appealing, these benefits should not outweigh the risks and disadvantages. Instead, employers should carefully assess their needs and determine whether temporary workers are the best fit for their organization.

How to Hire Temporary Employees

When it comes to hiring temporary employees, there are several steps you need to take to ensure that you find the right candidates for your organization. Here are the five key steps you should follow:

Identifying Your Needs

The first step in hiring a temporary employee is to identify the specific needs of your organization. This involves looking at factors such as workload, upcoming projects, and gaps in your current team. Once you have a clear understanding of what you need, you can start to develop a job description that outlines the requirements for the role.

Creating a Job Description

The job description is a critical part of the hiring process because it sets the expectations for the role and helps you attract the right candidates. Make sure your job description clearly outlines the responsibilities, qualifications, and skills required for the position. You should also include information about the duration of the assignment, the hourly rate or salary range, and any other relevant details.

Posting Job Openings

Once you have a job description, it’s time to start recruiting candidates. There are several ways to do this, including posting the job opening on online job boards, reaching out to staffing agencies, and leveraging your network. Make sure your job posting includes all the critical details from your job description and emphasizes the benefits of working for your organization.

Screening and Interviewing Candidates

When you start receiving applications, you’ll need to screen candidates to ensure they meet your requirements. This can involve reviewing resumes, conducting phone screens, and administering skills assessments. Once you’ve narrowed down the pool of candidates, it’s time to bring them in for an interview. Make sure you ask questions that assess their skills and fit for the role. You should also provide information about your organization and the position to help candidates make an informed decision about joining your team.

Making a Job Offer

After conducting interviews, it’s time to make a job offer to the top candidate. Make sure your offer letter includes all the details of the position, including the start date, duration of the assignment, hourly rate or salary, and any relevant benefits. You should also provide information on the onboarding process and any training that will be required.

Hiring temporary employees requires a clear understanding of your organization’s needs, a well-crafted job description, effective recruiting strategies, a thorough screening and interviewing process, and a competitive job offer. By following these steps, you can find the right temporary employees to support your organization’s success.

Temporary Employees and Legal Compliance

Temporary employees are becoming an increasingly popular choice for companies of all sizes. They can provide flexibility, cost efficiency, and help meet workload demands. However, employers need to ensure they are meeting legal compliance requirements when hiring temporary employees. Here are some important factors to consider:

Federal and State Labor Laws

Temporary employees are entitled to the same rights and protections under federal and state labor laws as permanent employees. This includes minimum wage, overtime pay, and protections against discrimination or harassment. Employers must ensure that temporary employees are classified correctly (i.e. independent contractor, temporary employee, or part-time employee), and are adhering to all applicable labor laws.

Employer Responsibilities

Employers have a responsibility to train and supervise temporary employees, just as they would permanent employees. This includes providing clear job descriptions, safety training, and addressing any concerns or complaints. Employers should also ensure that temporary employees have access to the same resources as permanent employees, such as benefits packages and employee assistance programs.

Record Keeping Requirements

Employers are required to keep accurate records of all employees, including temporary ones. This includes hours worked, wages paid, tax deductions, and any injuries or accidents. Employers must also comply with any state or federal reporting requirements, such as filing tax forms or submitting employment data.

Benefits and Entitlements

Temporary employees may be entitled to some benefits and entitlements, depending on the length of their assignment and the state they work in. For example, temporary employees may be eligible for unemployment benefits or workers’ compensation if they are injured on the job. Additionally, some states require employers to provide temporary employees with certain benefits, such as sick leave or health insurance.

Hiring temporary employees can be an effective strategy for companies looking to stay flexible and cost-efficient. However, employers must ensure that they are meeting all legal compliance requirements. This means understanding federal and state labor laws, providing the necessary training and resources, maintaining accurate records, and ensuring that temporary employees receive any benefits and entitlements they are entitled to. By doing so, companies can reap the benefits of hiring temporary employees while adhering to legal requirements.

Managing Temporary Employees

Managing temporary employees can be a challenging task, but with proper planning and execution, it can be rewarding for both the employer and the employee. In this section, we’ll discuss the key areas that need to be focused on in the management of temporary staff.

Onboarding Process

The onboarding process for temporary employees should be smooth and efficient, to ensure they are integrated into the organization and are familiarized with its policies and procedures. It’s important to provide the necessary information and equipment needed to perform their job, and assign them duties that align with their skills and knowledge.

Training and Development

Training and development should be provided to temporary employees to enhance their skills, knowledge, and performance. The company should provide training on the job duties, safety protocols, and other relevant training requirements.

Supervision and Performance Evaluation

Supervision and performance evaluation are vital aspects of managing temporary employees. Regular feedback, both positive and negative, should be provided to the employee to enhance their performance. A system for performance evaluation should be established to measure the success of the employee in achieving their objectives.

Communication and Feedback

Communication and feedback play a significant role in ensuring that temporary employees are engaged and productive. Regular meetings to discuss job expectations, progress, and feedback should be held to ensure that the employee’s goals align with the company’s objectives.

Terminating Employment

At the end of the temporary assignment, it’s important to have a clear plan for terminating employment. The employee should be informed of their termination, and the reasons for it. The company should ensure that all equipment and materials are returned, and the employee is offboarded in a professional and respectful manner.

Managing temporary employees requires planning, communication, and clear expectations. By following the best practices in onboarding, training, supervision, and feedback, organizations can ensure that their temporary workforce is productive and engaged. Additionally, proper termination procedures will help to maintain a positive relationship with former employees and mitigate any legal or reputational risks.

Examples of Temporary Employment in Various Industries

Temporary employment has become a common practice in today’s business environment. Employers from various industries rely on temporary employees to fill in gaps in their workforce, particularly during particularly busy periods. Here are some examples of temporary employment in different industries.

Retail Industry

Retail establishments, particularly those that sell seasonal products or experience frequent surges in customer traffic, often hire temporary workers. Some of the most common temporary retail positions include stock personnel, customer service representatives, and cashiers. These employees are typically hired for short durations, such as during holidays, promotional periods, and inventory-intensive seasons.

Healthcare Industry

The healthcare industry also employs temporary workers, particularly in hospitals and clinics. Temporary healthcare workers are often hired to fill in for full-time employees who are on leave or to cover shifts during peak periods. Examples of temporary healthcare positions may include patient care assistants, medical transcriptionists, and administrative personnel.

Hospitality Industry

The hospitality industry, which includes hotels, restaurants, and catering services, also relies heavily on temporary employees. Businesses in this industry hire temporary workers for various reasons such as filling in for employees on leave, expanding their workforce to accommodate increased demand, and to cover seasonal shifts. Temporary positions in hospitality may include wait staff, housekeepers, and event coordinators.

Manufacturing Industry

The manufacturing industry, just like other industries, also depends on temporary workers from time to time. When manufacturers experience increased workload or experience a sudden surge in demand, they may hire temporary employees to assist with production activities. Temporary positions in manufacturing may include production line supervisors, quality control inspectors, and material handlers.

The use of temporary employees has become a widespread practice in various industries. With the advantages that temporary employment offers items such as allowing companies to stay flexible, enhancing current full-time employee productivity and cost savings, it is no wonder that the number of temporary employees continues to increase each year. Employees considering temporary employment must weigh the benefits and drawbacks to determine what works best for their situation. In the long run, it can be an excellent way for individuals to gain experience, develop skills and get their foot in the door.

Best Practices for Working with Temporary Employees

Working with temporary employees involves a unique set of challenges, but it can also provide a number of benefits to your organization. In order to ensure that you get the most out of this arrangement, it’s important to follow best practices and establish effective communication channels with your temporary staff. Here are some of the best practices to consider when working with temporary employees:

Develop a Good Relationship

Though temporary employees may only be with your organization for a short period of time, it’s important to establish a good relationship from the outset. Take the time to get to know your temporary staff and make them feel welcome in your organization. This can help them feel more invested in their work and may encourage them to work harder to achieve your goals.

Set Clear Expectations

Clear expectations are essential when working with temporary employees. Be sure to provide them with a detailed job description and clearly define their duties and responsibilities from the outset. This will help them understand what is expected of them and can eliminate confusion later on. Additionally, be clear with them about any deadlines or milestones that they need to meet along the way.

Schedule Follow-Up Meetings

Regular check-ins are important when working with temporary employees. Scheduling follow-up meetings can help you get a better understanding of how your temporary staff is performing and can allow you to make any necessary adjustments to their work. These meetings can also provide an opportunity to answer any questions that they have and to provide feedback on their performance.

Provide Feedback and Recognition

Temporary employees want to know that their contributions are appreciated. Providing feedback and recognition for exemplary work can be a great way to motivate your temporary staff and encourage them to work harder. Don’t be shy about providing positive feedback or recognizing outstanding performance – this can go a long way towards building morale and helping your temporary employees feel more connected to your organization.

Handle Conflict Resolution

Even in the most well-managed workplaces, conflict can arise from time to time. When working with temporary employees, it’s important to have a clear plan in place for handling conflict resolution. Be sure to establish clear channels of communication for reporting conflicts and take steps to resolve any issues as quickly and fairly as possible. By addressing conflicts in a timely and constructive manner, you can help ensure that your temporary employees feel valued and supported.

Working with temporary employees requires careful planning and effective communication. By following these best practices, you can help ensure that your temporary staff is productive, motivated, and engaged throughout their time with your organization.

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Understand the Types of Employment to Best Suit Your Business’s Needs

Are you thinking about hiring an employee? First, you should hash out details about the job. Think about things like how many hours you’ll need the employee to work and what kind of commitment you’re willing to make. Familiarize yourself with different types of employment to pick the right job status.

Depending on your business and its needs, you might not always need to hire a full-time employee. Read on to learn about six types of employment. 

6 Employment Types

There are a number of types of employment employers utilize at their businesses. Typically, the different types of employment status are broken up by:

• Full-time and part-time employees
• Seasonal employees, temporary employees, and interns
• At-will employees 

So, which types of employment status does your business need?

Full time 

Full-time employees work more hours than part-time employees. Generally, full-time employees receive benefits, like health insurance, while part-time employees may not. 

The definition of a full-time employee depends on who you ask. For many employers, full-time employment means a 40-hour or more workweek. 

However, the Affordable Care Act defines full-time employees as those who work an average of at least 30 hours per week . On the other hand, the Bureau of Labor Statistics (BLS) characterizes full-time employees as those who work more than 34 hours per week. 

So, what do these different definitions of full-time employment mean for you? You have some leeway in the number of hours your full-time employees work. 

If you need more hands on deck, you might consider bringing on a full-time employee. 

Part time 

Part-time employees work fewer hours than a business’s full-time employees. As a result, they may not be eligible for certain benefits (e.g., health insurance). 

Again, part-time employment varies by business and agency. You might have some part-time employees who work 15 hours a week and others who work 25 hours. 

You may consider hiring a part-time employee to accommodate a worker’s personal schedule or fill a position that doesn’t require full-time employment.   

Seasonal employees are workers who work for a business during certain times of the year. Generally, seasonal positions are temporarily available (e.g., during the summer months). 

Seasonal employees can be one of two things:

• Those who work for a business that’s only open at certain times throughout the year
• Those who only work for a business during busy times

If your business is closed during some parts of the year, or if you have peak seasons, you might opt to hire seasonal employees. 

Seasonal employees might be full-time or part-time workers, depending on your business’s needs. Again, seasonal only applies to the length of time the employee works during a year, not the number of hours worked. 

Temporary employees (“temps”) work temporarily to fill in gaps in a workforce. Temporary employment generally doesn’t last past a certain time period, although some employers extend full-time offers to temporary employees. 

You may decide to hire temporary workers if an employee takes a leave of absence. Or, you might hire a temporary worker to see if they’re a good fit for your business. 

If you are interested in hiring temporary workers, you might opt to go through a temporary staffing agency. Or, you can hire them yourself and add them to your business’s payroll for a set period of time. 

Like in seasonal employment, temporary employees can be either full time or part time. 

Internship 

Another type of employment you may offer is an internship. Internships are programs where students or other trainees work for a period of time at a business, generally to gain experience or skills. 

Unlike the other types of employment, internships aren’t always paid. In some cases, an intern works without pay at a business to receive college credit or even just experience. However, you must meet the Department of Labor’s unpaid internship standards to be legally compliant. 

Interns might work part time or full time. Again, interns generally only work for a designated period of time, unless you extend a full-time offer when their program is over.  

At-will employees are workers who are not obligated to continue working at a business—they can leave at any time. And, a business is not obligated to continue employing an at-will employee—they can let them go at any time (for a legal reason).    

Most employees, regardless of other types of employment status (e.g., full time) are at will. 

Different employee types: Questions to ask

Confused about which forms of employment your business needs? No worries. Ask yourself a series of questions to help you hire the best fit, such as:

• How much help do I need at my business? 
• How long do I need help for?
• Do I want to hire someone on a temporary basis before bringing them on permanently?
• Will busy-ness at my business die down soon?  
• What kind of responsibilities does the position I’m looking to fill have? 

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Mastering SQL Server Local and Global Temporary Tables

By: Jared Westover   |   Updated: 2024-05-07   |   Comments (5)   |   Related: 1 | 2 | 3 | 4 | 5 | > Temp Tables

Temporary (temp) tables are one of Microsoft SQL Server's most powerful features, but you only benefit from this handy resource when you know how to use them. Did you know there are two types of temp tables? Also, when should you skip temp tables in favor of a common table expression (CTE)? Knowing how to create temp tables and their limits is essential to any SQL developer's career. Plus, you'll make your favorite DBA happy.

In this tutorial, I'll walk through the syntax for creating both kinds of SQL temp tables to store data. You'll also see firsthand how long each type lasts. Next, we'll look at situations where you might want to skip temp tables. By the end, you'll be on your way to mastering temp tables and creating them in your environment today.

Exploring SQL Temporary Tables

I started using temp tables in SQL Server 7.0, so they've been around for a while. Articles often describe them as temporary storage for an intermediate result set, like a rented storage unit you might use while moving. No special permissions are required to create them, which makes using them a breeze. There are two types of temp tables available in SQL Server. For this article, I'm excluding tables you create in tempdb.

• Local: This type is only available to the session that created it and closes once the session closes.
• Global: This type is available to all sessions until the session closes that created it.

SQL Server Local Temporary Tables

I've included the T-SQL syntax for creating a local temp table below. Always remember to use a single # sign for local temp tables. Out of habit, I include the DROP TABLE IF EXISTS SQL statement to ensure one with the same name doesn't exist.

You can also create a temp table by inserting data without defining the schema. This method comes in handy if you don't want to take the time or have a ton of columns.

Temp tables act like permanent tables when performing CRUD operations. For instance, the code below performs an insert, update, and delete and finally returns the results.

If you open another session and reference the temp table created above, SQL throws a message saying it doesn't exist.

Let's return to our original session, where we created the temp table. One of the nice things about temp tables compared to table variables is that SQL Server creates statistics for them. Since it can be challenging to find the statistics name, I've included the code below from an article Kendra Little wrote.

Once you have the name, run the following code to view the statistics for your table created above. Remember, the names of your statistics will be different.

Do you notice anything about the screenshot above? My statistics need updating! It's not a big deal for this example, but it's something to be aware of.

Have you ever tried to join a wide table that is missing a critical index, and you can't create an index on the fly in production? Another nice thing about a temp table is that you can create indexes. Check out the example below.

SQL Server Global Temporary Tables

Creating a global is simple if you know how to make a local temp table. You simply include two (##) signs in the name prefix. The code below creates the global variety.

What's nice is if I open another session and execute the following SQL query, I don't get an error message.

But, if I return to the original session and DROP the global temp table, SQL Server returns an error saying the table doesn't exist in my new session.

A former co-worker claimed global temp tables remain active if another session performs a CRUD operation against them even when the original session closes. Based on testing, this claim doesn't hold up. Once that original session closes, it's time to say goodbye to the global temp table. It's easy enough to test this out using the code below.

In another session, execute the code below.

Now, close the original session and try to run the code below.

In my experience, global temp tables have limited uses compared to local ones. I only recall using them in demos or loading data via an ETL process where multiple sessions needed access. Also, we dynamically created the global temp tables based on varying columns at the source.

When to Use SQL Temporary Tables

Let's review a few of the most common scenarios where I might use a temp table. Each point below could be an article.

• A temp table might improve performance when dealing with complex calculations where you need to call the results multiple times. For example, imagine a stored procedure where you initially perform calculations and then need to make updates along the way.
• If you can't add indexes on a permanent table but need to join, move only the required data into a temp table, and create an index to help SQL find the data. In the real world, there are instances where you can't create indexes in production on the fly or ever.
• Temp tables can remove SQL Servers' reliance on table spools when performing mass updates on a table. Eric Darling has a post on the topic at the following link .
• You need to chain together several CTEs, which makes the code difficult for anyone other than an SQL guru to read.
• You can replace a cursor using a temp table and the OUTPUT clause. For example, if you need access to inserted, deleted, or updated identity records in your query, you can store those in a temp table using the OUTPUT clause. Jim Evans wrote a helpful article on using OUTPUT for auditing, but the same idea applies.

When to Skip SQL Server Temporary Tables

Since temp tables consume resources in tempdb, I don't recommend creating them for every little query or stored procedure. Don't use a temp table if your query isn't complex, and a simple CTE could gather the results. For example, let's say you have a query where you put a subset of results referenced in a query right below. Why not simply use a CTE or derived table to hold the results?

As with everything in SQL Server, it comes down to testing your code and reviewing the actual execution plan and performance metrics from STATISTICS IO to find what's optimal for you.

SQL Temporary Table Key Points

• There are two types of temp tables: local and global. Local temp tables last for the duration of the session where you created them, and you can only access them in that session. Other sessions can access global temp tables, but they close when the session that created them closes.
• SQL Server stores temp tables on disk in the tempdb database, not in memory. The same is true for table variables, which are close relatives of temp tables.
• Don't get in the habit of using them for everything. Try to stick to use cases where you need a temp table. They take up resources in tempdb. However, they're perfect when trying to reduce the complexity of a long query or capture a calculation to use later.
• Did you know that SQL Server caches metadata from a temp table? Simon Liew wrote an informative article, SQL Server Temporary Table Caching , that describes the benefits and potential drawbacks.
• Do you want to compare the performance of different table objects in SQL Server? Check out the article, SQL Server CTE vs Temp Table vs Table Variable Performance Test , by Ben Snaidero for helpful insights.
• Are you thinking of using permanent tables instead of temp ones? Rick Dobson wrote SQL Server Staging Table vs Temp Table to help you decide.

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LAB RESEARCH ANALYST II

Durham, NC, US, 27710

This Position is Grant Funded

School of Medicine

Established in 1930, Duke University School of Medicine is the youngest of the nation's top medical schools. Ranked sixth among medical schools in the nation, the School takes pride in being an inclusive community of outstanding learners, investigators, clinicians, and staff where interdisciplinary collaboration is embraced and great ideas accelerate translation of fundamental scientific discoveries to improve human health locally and around the globe. Composed of more than 2,600 faculty physicians and researchers, nearly 2,000 students, and more than 6,200 staff, the Duke University School of Medicine along with the Duke University School of Nursing, and Duke University Health System comprise Duke Health, a world-class academic medical center. The Health System encompasses Duke University Hospital, Duke Regional Hospital, Duke Raleigh Hospital, Duke Health Integrated Practice, Duke Primary Care, Duke Home Care and Hospice, Duke Health and Wellness, and multiple affiliations.

Macintyre Lab – Duke Human Vaccine Institute

The Duke Human Vaccine Institute (DHVI), an international leader in the fight against major infectious diseases, is seeking a highly motivated individual for the position of Laboratory Analyst II. Investigators at the DHVI conduct basic and translational research to develop novel vaccines, therapeutics and diagnostics.

The Duke Regional Biocontainment Laboratory (RBL) is a division of the DHVI and supports a wide portfolio of research programs. The RBL has three collaborative core units: Immunology, Virology, and Microbiology. The Lab Research Analyst II will work with the RBL Immunology team and Duke Investigators to plan, run and analyze flow cytometry assays plus other immunoassays such as ELISpot and ELISA.

The ideal candidate will have a Bachelor’s degree in biological science or a related field. Laboratory experience in immunology, cell biology, molecular biology or related field is required. Previous experience with flow cytometry and/or ELISpot is highly preferred.

RESPONSIBILITIES:

• Prepare samples for and perform flow cytometry (including techniques such as intracellular cytokine staining and multi-parameter surface marker staining).
• Prepare samples for and perform ELISPot
• Analyze flow cytometry data using specialized software (e.g. FlowJo) and prepare tabular and graphical summaries for reporting to collaborators.
• Assist Investigators and Immunology Unit leadership with the design and optimization of flow cytometry staining panels.
• Prepare and process specimens for immunological procedures other than flow cytometry, including but not limited to Luminex and ELISA.
• Train laboratory members in flow cytometry, ELISPot and other techniques.
• Confer with Immunology Unit leadership to review work assignments and develop plans for experiments.
• Complete and maintain electronic documentation of research activities in real time.
• Manage and complete all assigned tasks/projects in accordance with standard operating procedures (SOP) and in full compliance with all safety protocols.
• Develop, write and maintain SOP.
• Attend all required training.
• General laboratory maintenance including but not limited to: laboratory organization, preparation of solutions, waste processing, ordering/preparation/stocking of consumables and reagents, routine equipment calibration, maintenance of accurate sample inventories.
• Perform additional duties as requested by Immunology Unit Leadership and RBL/DHVI leadership.

The successful applicant must be eligible for and willing to:

• Complete necessary training and certification for independent work at Biological Safety Level 3 (BSL3).
• Work with infectious biological agents (viruses and bacteria) handled at BSL2 and BSL3.
• Comply with vaccination requirements.
• Complete Tier 1 Select Agent registration.

REQUIRED QUALIFICATIONS AT THIS LEVEL:

• Education/Training: Work requires a bachelor's degree in botany, biology, zoology, psychology or other directly related scientific field.
• Experience: Work requires four years of research experience. A related master's degree may offset required years of experience on a 1:1 basis, e.g., a two-year master's degree in lieu of two years of experience. OR AN EQUIVALENT COMBINATION OF RELEVANT EDUCATION AND/OR EXPERIENCE.

PREFERENCES:

• Excellent interpersonal, problem-solving, communication and organizational skills. 
• Ability to work independently and as part of an interdisciplinary team. 
• Willingness and ability to work on multiple projects simultaneously. 
• Analytical skills to resolve problems requiring the use of scientific, mathematical, or technical principles.

Duke is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.

Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas—an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.

Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essentialjob functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.

Nearest Major Market: Durham Nearest Secondary Market: Raleigh

Duke is an Affirmative Action / Equal Opportunity Employer committed to providing employment opportunity without regard to an individual’s age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status. Read more about Duke’s commitment to affirmative action and nondiscrimination at hr.duke.edu/eeo.

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Canada to introduce new rules around off-campus work hours for international students

From: Immigration, Refugees and Citizenship Canada

News release

International students enrich Canada’s social, cultural and economic fabric. That is why, in recent months, Immigration, Refugees and Citizenship Canada has introduced reforms to the International Students Program, to ensure system integrity while protecting students from fraud and financial vulnerability.

April 29, 2024—Ottawa— International students enrich Canada’s social, cultural and economic fabric. That is why, in recent months, Immigration, Refugees and Citizenship Canada has introduced reforms to the International Student Program, to ensure system integrity while protecting students from fraud and financial vulnerability.

The Honourable Marc Miller, Minister of Immigration, Refugees and Citizenship, announced today that the temporary policy allowing students to work more than 20 hours per week off campus will come to an end on April 30, 2024, and it will not be extended. This fall, we intend to change the number of hours students may work off campus per week to 24 hours.

Students who come to Canada must be here to study. As such, allowing students to work up to 24 hours per week will ensure they focus primarily on their studies, while having the option to work, if necessary.

As we head into the summer session, students who have a scheduled academic break can continue working unlimited hours.

In developing this change, we looked at the needs of students, policies in other countries, as well as research that has shown that academic outcomes suffer the more a student works while studying. It also strikes the appropriate balance so students have the option to work without compromising academic outcomes. More details will be shared in due course.

We also continue to develop the new Recognized Institutions Framework to reward post­secondary institutions that set high standards for selecting, supporting and retaining international students. We will continue to support and protect international students from financial vulnerability and keep protecting the integrity of the International Student Program.

“Working off campus helps international students gain work experience and offset some of their expenses. As international students arrive in Canada, we want them to be prepared for life here and have the support they need to succeed. However, first and foremost, people coming to Canada as students must be here to study, not work. We will continue working to protect the integrity of our student program.” – The Honourable Marc Miller, Minister of Immigration, Refugees and Citizenship

Quick facts

Recent studies conducted in the US and Canada have shown that there is a considerable decline in academic performance for students working more than 28 hours per week, and that working more than 24 hours per week increases the chances that a student will drop out of their program.

Most countries that welcome international students set limits on the number of hours they may work while they study. Australia recently changed its policy to allow a student to work 48 hours every 2 weeks. In the US, students must meet additional criteria before being permitted to work off campus at all.

In December 2023, the Government of Canada raised the cost-of-living threshold that students must meet to be approved for a study permit so they are financially prepared for life in Canada and are not as dependent on working.

International students who begin a college program delivered through a public-private curriculum licensing arrangement on or after May 15, 2024, will not be eligible for a post-graduation work permit when they graduate. Those who already started this type of program prior to May 15, 2024, will still be able to access a post-graduation work permit, provided they meet all other criteria .

The new letter of acceptance (LOA) verification process has been a success. Since its launch on December 1, 2023, through April 1, 2024, IRCC has

•  received almost 162,000 LOAs for verification
• confirmed nearly 142,000 LOAs as valid directly with designated learning institutions (DLIs)
• identified almost 9,000 LOAs that didn’t match any LOA issued by a DLI or that the DLI had already cancelled before the foreign national applied for a study permit

Associated links

• Statement: Minister Miller issues statement on international student allocations for provinces and territories
• Notice: Update on public-private college partnership programs for international students
• Notice: Additional information about International Student Program reforms
• News release: Canada to stabilize growth and decrease number of new study permits issued
• News release: Revised requirements to better protect international students
• News release: Changes to International Student Program aim to protect students
• Website: Work off campus as an international student

Aissa Diop Director of Communications Minister’s Office Immigration, Refugees and Citizenship Canada [email protected]

Media Relations Communications Sector Immigration, Refugees and Citizenship Canada 613-952-1650 [email protected]

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