​​​​​Your staffing experts in Southeast Ohio since 1990. Quality focused, community driven. 

We like to reward our temporary employees for their hard work and dedication to an assignment. Since we do not want to inconvenience our clients by granting temporary employees with paid time off, we give those employees one week’s additional pay once they have worked a total of 2,000 hours (approximately 1 year of full-time work) during the preceding 2 years. (Please note that this total includes hours worked during all assignments with Career Connections in the preceding 2 years.)

This bonus is not intended to be used as vacation pay nor is it meant to be construed as permission to take time off from their assignment, rather, we like to think of it as a “cushion paycheck” to provide income during time off between past or future assignments.  

When a temporary employee becomes eligible to receive a longevity bonus, the amount of the bonus will be calculated based on their average weekly income over the previous 24 months, and it will be paid out separately from their regular paycheck and you will not be billed for those hours. 

If, at any point, you have any questions about our billing or invoicing, let your HR manager know and they will be happy to assist you. For specific information on our temporary, temp-to-direct, or PTP billing policies, please refer to our Terms of Service Agreement.  

As required by law, we pay those employed by us according to our weekending periods and pay dates. Our weekly payroll cycle begins on Monday and ends on Sunday. While we try to accommodate your needs as best as possible, we cannot mimic the payroll schedule of the organization where the employee is placed – we apologize for any inconvenience this may cause. 

Please note that we will charge an increased bill rate to cover our need to compensate our employee for overtime pay when they log more than 40 hours during our one week pay period (Monday through Sunday). While we cannot adjust our payroll schedule, we are happy to accommodate overtime calculations that differ from this model, as long as they observe the minimum Department of Labor overtime rulings. Please contact your HR manager should you have questions regarding this policy or if you wish to arrange for us to use a different overtime calculation model. 

Converting Temporary Employee to Your Payroll

Evaluation Survey

We like to make sure that every assignment begins on the right foot, so on or around the temporary employee’s start date, your HR manager will check in with you. While we anticipate that the first day of each assignment will proceed smoothly, please do use this opportunity to let us know if there is anything that we should note or address with the employee. 

After the temporary employee has worked 2-3 weeks on assignment, your HR manager will email you an evaluation of the temporary employee and our services. Your response is important to us, as it allows us to engage with our employees and offer them feedback and encouragement. For instance, when employees receive excellent assessments, we mail them $10 cash bonuses and congratulatory cards letting them know that their efforts are appreciated and encouraging them to keep up the good work. On the contrary, should your response include any concerns, we will use your comments to quickly and constructively address the matter with the employee. In addition, we use performance evaluations to make informed decisions about appropriate future placements. 

Termination

Once the initial onboarding conversations are complete, here’s what you and your new hire can expect from Career Connections: 

We like to maintain open lines of communication with you and the temporary employee during the full length of the assignment, so your HR manager will periodically email or call you to check in. These periodic check-ins are an opportunity for us to discuss attendance, receive constructive and positive feedback, and identify areas for improvement. With your direction and approval, we can discuss this feedback to either reinforce a job well done or give guidance to meet your expectations.

In extreme cases, and with your approval, we can put a more formal corrective action plan in play. A corrective action plan’s purpose is to help retain the employee whom you have already spent time selecting and training, and it would address any developing issues with the employee, elucidate concrete steps for improvement, and clarify your expectations, rewards, and consequences should the situation not improve. 

Longevity Bonus

Health Insurance

At Career Connections, we take care of all of our employees, which is why our temporary employees are eligible for the following benefits (and at no cost to you!): 

Billing Questions

Holiday Pay

Congratulations on your new hire! From here on out, Career Connections will take care of setting up and administering payroll, taxes, insurance, and benefits for the employee so that you have time to focus on more important matters.

By this time, you should have been assigned an HR manager from our staff and had a conversation to establish the details of the assignment and start date, and to set up the time reporting process for the temporary employee(s). While our primary method is setting up online users for both the employee(s) and the supervisor, we have other options available for unique situations.

Should you decide that your current reporting arrangement is not meeting your needs, please contact your HR manager, who can then help you switch to a reporting process that better suits your situation.

Benefit Eligibility

Periodic Check-ins

As of January 1, 2016, Career Connections maintains a group health insurance plan that covers the minimum essential coverage detailed by the Affordable Care Act. To be eligible, a temporary employee must meet both criteria listed below:

  • work an average of 30 hours or more per week; and
  • have been continuously employed by Career Connections for at least 90 days.


If an employee meets the criteria stated above, they will be given the option to enroll or waive coverage when they complete their onboarding paperwork prior to starting their assignment. If an employee waives coverage upon hire, the next opportunity to enroll would be during open enrollment (usually November or December) or have a qualifying event. For any questions regarding benefits, please call our payroll and benefits department (740-594-4941, ext. 101). 

Temporary Employee Onboarding Guide for Employers

While Career Connections would like for all of our temporary employees to far surpass your expectations, we realize that sometimes your need ends for their services or things just don’t work out and action needs to be taken. The good news in these rare situations is that we will handle all of the unpleasant termination discussions and administration details so that you don’t have to.

Should your need for a temporary employee come to an end, please contact your HR manager, who will collect the necessary information from you before starting the termination process with the employee.  In addition to informing the employee of their termination, if necessary, the Career Connections staff will make arrangements with you to retrieve any of the employee’s personal items as well as make arrangements with the employee to make sure any company property in their possession is returned to you as soon as possible.

Furthermore, Career Connections will also take care of all federally, state, and locally mandated employer separation requests and paperwork, including but not limited to the following:

  • unemployment claims
  • Job and Family Service information requests
  • student loan deferment
  • child support
  • wage garnishments

Beginning of Assignment Check-in

We are always happy when a placement works out so well that you decide to bring the temporary employee onto your permanent payroll, which is why we try to make the process as easy as possible.

Once the temporary employee has worked 480 hours on our payroll, you can convert him/her to your payroll without paying an additional conversion fee, regardless of whether the placement was classified as temporary or temp-to-direct when it was originally filled. The exception to this rule is for PTP employees, who can be hired on to your payroll at any point without incurring additional fees.

If the temporary employee is performing so well that you would like to bring him/her onto your payroll before the 480-hour marker, please contact your HR manager, who will research the total hours worked by the employee and calculate a pro-rated conversion rate to cover the hours remaining to the 480-hour marker.

Please note that if you would like to keep the temporary employee on our payroll, you can do so for as long as you like, 480 hours is just the minimum. 

Temporary employees become eligible to receive holiday pay when all of the following conditions apply:

  • They have worked an accumulated total of 1,000 hours (approximately 6 months full-time work) as a temporary employee with Career Connections during the preceding 1 year. (Please note that this total includes hours worked during all assignments with Career Connections in the preceding 1 year.)
  • Your company is closed for a national holiday; and
  • The temporary employee is scheduled to work prior to and after the holiday.


If the temporary employee meets the above requirements, then the holiday pay will be included in their regular paycheck for that week and you will not be billed for those hours.