Ask HR: Are Temp Positions Career Killers?

​SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, is answering HR questions as part of a series for USA Today. 

Do you have an HR or work-related question you'd like him to answer? Submit it here.

I am weighing a full-time job somewhat out of line with my career goals against a temporary position that fits where I want to go. Will working a temporary position hurt my long-term value in the job market? —Val 

Johnny C. Taylor, Jr.: Your question is one that many individuals grapple with during their careers. It's essential to recognize that there is no one-size-fits-all answer, and your decision should ultimately align with your career interests, which should serve as the critical driver in your choice.

Let's explore these opportunities from multiple perspectives, as you've wisely suggested. Permanent and temporary positions both have unique facets to consider, and the nature of each aligns with your career interests in differing ways.

Permanent positions offer long-term stability, a greater stake in the operation and a more established career path. These roles often come with more significant investment in career development, making them excellent choices for individuals looking to establish themselves within a specific industry or company. If your motivation to do great work is fueled by a deep connection to your long-term goal and you see opportunities to apply and develop your skill set within a permanent role, then it could be a wise choice.

On the other hand, temporary positions afford greater flexibility and require less of a commitment. They can serve as a trial period, allowing you to test the waters and gain valuable experience in your desired field. Remember, temporary positions can also lead to full-time work in the future, making them a bridge to your long-term career goals.

Ultimately, the decision you make should be based on your career interests. Ask yourself, where do you see yourself making the most significant impact? Which role aligns most closely with your long-term vision and provides the opportunities to apply and develop your skill set?

I'll add this: No job is set in stone, and career paths can twist and turn unexpectedly. Your long-term value in the job market will be influenced not only by the positions you've held but also by the skills you've acquired, the connections you've made and the motivation you've demonstrated.

Don't be afraid to take a temporary position if it aligns more closely with your career interests. It can be a steppingstone leading you to your long-term goals. Just be sure to approach it with the same dedication and enthusiasm you would bring to a permanent role. As you grow and evolve in your career, you'll find that these experiences, whether permanent or temporary, are valuable pieces of the puzzle that make up your professional journey.

I live and work in California and am slated to start a Family and Medical Leave Act (FMLA) leave soon. I am concerned about missing out on the opportunity to continue funding my dependent care flexible spending account (FSA). Can I still contribute to my FSA balance during my absence? —Milar 

Johnny C. Taylor, Jr.: Thank you for reaching out with your question. It's great to see that you're thinking proactively about this, and I'm here to provide you with guidance and reassurance.

Firstly, it's vital to understand that employees on FMLA leave retain the right to contribute to their dependent care FSA during their absence. The IRS has provided guidelines for employers to implement various options that accommodate employees on FMLA leave:

One option is to pre-pay your FSA contributions before your leave begins. This means you'll contribute in advance the amount that would be due during your absence.

If you are on paid leave during your FMLA absence, you can continue to have payroll deductions as scheduled. For unpaid leave, you can submit contributions to your employer on the same schedule as active employees.

Alternatively, your employer may agree to advance payments for your dependent care account. You would then be responsible for making special catch-up contributions to repay the advance upon your return from FMLA leave.

In addition to these contribution options, you should be aware that employees on FMLA leave have the right to change their election of dependent care FSA participation under a cafeteria plan. You can do this to the same extent that employees taking non-FMLA leave are permitted to change their elections of nonhealth benefits under a cafeteria plan in accordance with your employer's plan documents.

Should you need to drop your coverage during your leave, you must also be allowed to re-enroll in the dependent care FSA plan upon your return from an FMLA absence. This ensures you have the flexibility to adapt your benefits to changing circumstances.

While it's natural to have concerns about your FSA contributions during your FMLA leave, the law and IRS guidelines are on your side, and your employer should have a system in place to help you continue these contributions. Speak with your HR department to understand the specific procedures and options available.

Remember, this is a time to prioritize your well-being and your family's needs, and these provisions are designed to support you during your leave. Your career and financial plans are important, but they should also be balanced with taking care of your health and family. I applaud your proactive approach to these crucial considerations.