A lot of workers find temporary positions to be beneficial for themselves and for the companies they work for. What you may fear, however, is that your employer could cut your time with the company short and fire you because of your claim.
Before you learn your rights, you must understand that temporary workers are entitled to the same protections as permanent employees.
How to identify retaliation as a temporary worker
Once you file the claim, your supervisors and host employer should treat you no differently than before. When you start a job with a new company, you will likely receive a timeline for how long the business needs your help.
If you face reassignment or dismissal before the end of your contract, it could indicate retaliation. Additionally, the employer may try to blacklist you or restrict your ability to find temporary jobs with other companies. Likewise, if you were in talks to become a permanent employee and the employer changes his or her mind suddenly, following the report, you may have a claim of retaliation.
What to do if an employer retaliates against you
If your host employer retaliates against you, you can report it. To prove retaliation, you need to show a direct link between the whistleblowing complaint and the employer’s action against you. Most employers will not admit to retaliation, so you need evidence that aids your case. Timing and lack of a reasonable explanation for the adverse action may help you prove retaliation.
If you found yourself in a temp position but witnessed fraud, abuse, discrimination or mismanagement within the company, you still have a right to file a claim.