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 change, it is important to segment your responsibilities. Segmenting your responsibilities will give you more time to consider how to handle your new situation.
Moving from part-time to fully-time employment
Transitioning from part time to full-time employment can be difficult. Many people have career goals and life events that make it difficult to give their full attention to a full time job. A lot of people are looking to transition to part-time work when they reach retirement. It can be challenging to transition, but a good action plan can make it easier.
First, think about your reasons for making this switch. If you have a job that you love, you might be able to dedicate your entire weekdays to it. Part-time may be required if you have a child or spouse. Part-time work may be an option during peak seasons to help at home.
The legal implications of switching from part-time to fully-time employment
There are many legal implications when you move from part-time to fully-time employment. First, inform your ex-employees about the changes. To maintain mutual respect with your employees, you must notify them in advance. It doesn't really matter if your move is to a new area or to reduce your work hours. However, it's important you treat your former employees with respect.
Secondly, you must not be treated less favourably than your full-time co-workers. This applies to your terms of employment, workplace conditions and any other benefits. You should also not be denied training or career development opportunities. You should receive at least half of the benefits that full-time employees enjoy.
Your employer must also change your classification in the payroll system if you have moved from part-time work to full-time. Without this, you may not qualify for paid time off and PTO. In the event that you fail to do so, you could face a lawsuit for unfair treatment. 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.