Non-standard work (non-standard employment) broadens the consideration of workers looking to pursue work alternatives. Part-time, contract and temporary work are common examples of non-standard work. Other examples include home telecommuting, satellite office telecommuting and “own-account” self-employment, which is the selling of goods or services by people who do not employ workers themselves. In addition to regular or permanent full-time and part-time employees, organizations can have a mix of employment arrangements for fixed-term employees, independent contractors, temporary project staff, interns and co-op students.
Non-standard work has advantages and disadvantages from the perspectives of both employers and employees. Employers gain flexibility, access to specialized talent and cost savings by engaging contingent workers. On the downside, they lose out on the engagement and loyalty that come with a long-term attachment. Employees can have more flexibility and they can make more money (particularly as independent contractors), but they lose economic stability.
Canada Career Information Partnership. A Career Development Resource for Parents: Helping parents explore the role of coach and ally. 2006. Online: http://www.ccdf.ca/ccdf/wp-content/uploads/2010/12/a_career_development_resource_for_parents_e.pdf (Retrieved on May 27, 2014)
HR Council for the Nonprofit Sector. “Getting the Right People: Non-standard Employment Relationships.” hronline.ca. Online: http://hrcouncil.ca/hr-toolkit/right-people-nonstandard.cfm (Retrieved on September 4, 2014)