Although the transition from part time to full-time can seem daunting, there are some things that you can do to help make it smooth. Before you make the transition, it's important to separate your responsibilities. Segmenting your responsibilities will give you more time to consider how to handle your new situation.
Making the transition from part time to full-time working
Transitioning from part-time to full time work can be difficult. Many people find it difficult to dedicate their full time to a full-time job due to career goals or life events. In addition, people who are approaching retirement can often wish to switch to a part-time schedule. A good plan and action plan can make this transition easier.
First, think about your reasons for making this switch. If you have a full-time job, you can devote most of your weekday daytime hours to it. You might need to work part-time if you have children. You might want to work part time during peak seasons in order to help your family out.
Legal implications for moving from part time to full-time employment
There are many legal implications when you move from part-time to fully-time employment. For starters, you must inform your former employees of the change. For mutual respect, it is important to notify your employees before the change takes effect. No matter whether you are moving to another location or downsizing, it is important to be respectful of your former employees.
You should be treated as equally well as your full-time employees. This applies to your terms of employment, workplace conditions and any other benefits. You should also not be denied training or career development opportunities. This means you should be able to get at least half as many benefits as full-time employees.
In addition, if you've moved from part-time to full-time work, your employer must change your classification in the payroll system. If you don't do this, you might not be eligible to receive paid leave and PTO. Failure to do this could result in you being sued for unfair or deceptive practices. While most federal labor laws don’t concern an employee’s status, there is a small number of laws that govern employers’ responsibility based on the hours worked.