I got my current job in manufacturing via a recruiting agency early last year. I was told I would be a contractor for 6 months to a year max, at which point the company would either hire me on permanently or my “assignment” there would end.
Shortly before I started, the (small) company was acquired by a huge corporation. This put a pause on the temp-to-full-time conversions as things shifted over. We were told the possibility of conversions might start again at the beginning of 2023, but my bosses didn’t seem to have much info themselves.
We finally had a meeting about it last month. The big news? Conversions are no longer happening with any regularity or guarantee!
The details were very vague, because again my bosses (or anyone I’m able to speak to) don’t have much info or say in the matter. But what I know is that when corporate DOES decide to allow for conversions, each facility is given a few slots (like 2 or 3) where they can choose that amount of temps to hire. There is no set interval for these slots opening up or any guarantee that they will open at all. All my boss knows is that the company will, from time to time (maybe every quarter?) assess the ratio of contractors to regular employees as well as “profitability.” My boss has also made it clear he will choose based on performance rather than seniority. The words “friendly competition” were used.
When you do get hired on, the benefits are very good. I know because they go on and on about how great they are in meetings. Generous PTO, excellent health and dental. You’re so lucky to be here, because the company cares so much for its employees! We’re all a team, contractors and permanent alike! No difference between the two, all family!
Yep – us contractors are the same. We do the exact same job, for the exact same hours, exact same responsibilities & expectations. The only difference is we don’t get health insurance. We don’t get PTO. My agency caps me at 3 sick days per YEAR. And this, apparently, is indefinite! If it were the 6 month probationary period l was originally promised, I could deal. But how is it legal to deny half your full-time, permanent* manufacturing team benefits?!
(*We technically aren’t “permanent” as they call us “temps”, but some have been working there for 3 years and AFAIK no one’s contract has ever expired. It is, for all intents and purposes, a permanent job where you eventually MIGHT level up into basic worker’s rights if you stand out to the right person.)
My representative at my agency has no idea what’s going on. She calls to ask ME if I’ve found anything out about conversions. She suggested my recruiter might know more, but dude hasn’t answered my calls in like 6 months. Multiple voice mails, nothing. She confirmed he’s in the office and she emailed him for me. Nothing. I can’t talk to anyone who knows anything.
Even if I did get in touch with someone with info, I know nothing about laws surrounding contractors, temp agencies, or anything like that. I don’t know what I’d ask or expect to hear. This is probably a regularly exploited loophole. I don’t know if there’s any good way to advocate for myself.
I’m in California if anyone is curious.