The policy options offered in the literature concerning temporary work address two major concerns: (1) the conditions of temporary work itself; and (2) the elimination of fulltime jobs, or lack of growth, and their replacement by temporary work. Both temporary help firms and the organizations that use temporary help should be required to report on the number, type, and duration of temporary help assignments. The quantity of temporary work could be regulated more directly, much as home work is done in some industries. The number of temporary workers could be limited to a proportion of the employer's work force in the regular payroll. In order to improve the quality of work life and worker morale, temporary workers should be included in bargaining units at their client employers, they should be covered by collective agreements already in place, unemployment insurance coverage should be improved for temporary workers, and client employers could be required to give temporary employees automatic access to their benefits after a certain period of time. One alternative to relying on temporary workers may be employers' increased reliance on overtime for secretarial and clerical jobs. It would be useful for employers to keep in mind that little about work arrangements is technologically determined, but much is determined by custom and tradition that require careful scrutiny. (The document contains 2 tables, 4 figures, and 43 references.) (CML)