Your firm relies heavily on temporary workers. To minimize potential legal issues, it ensures that the temporary workers are not mistaken about their place within the com-pany. Therefore, temporary employment agencies provide these workers with a handbook that lays out the ground rules in explicit detail. Temporary workers are barred from using company-owned athletic fields—for insurance reasons, the handbook explains. Temporary workers are told not to park their cars in the company parking lot because it would create parking problems for regular workers. Temporary workers are also told not to buy goods at the company store, eat in the company cafeteria, or participate in company social clubs such as chess, tai chi, or line dancing, which are open to regular employees. They are not permitted to attend parties given for regular employees, company-sponsored screenings of the latest movies, or company meetings that are often held at the local convention center. In addition, their email addresses must contain an n- prefix to indicate their non-permanent status in the company. Imagine that you are a newly hired manager in the Human Resources Department and that you have been asked to respond to complaints from several temporary workers about working conditions. What sort of complaints would you expect to hear? How would you handle this?