It is often the case that employers need to hire workers temporarily and on a short-term basis. These workers accomplish tasks that have a definite deadline and end at either a specific date or when the task is accomplished, often when an employer is short-handed or during peak business periods. When this occurs, the employee is not fired, but the terms of employment have been fulfilled and the employment arrangement ends. These positions tend to benefit the temporary employee more than the employer, and can often transition to more permanent employment. It is best to formalize agreements with these employees with a contract, just as for permanent employees. Temporary employees are also protected under the Family Medical Leave Act (FMLA) and other anti-discriminatory laws.