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When a temporary employee is hired directly by the client after completing their assignment, the employee is typically entitled to back pay and benefits as defined under a collective bargaining agreement, if one is in place. This entitlement ensures that the employee receives fair compensation for their work during the temporary assignment and can access additional benefits that may have been negotiated through union representation.

Collective bargaining agreements often outline the benefits an employee is entitled to, providing a framework for issues such as pay increases, health benefits, and other employment conditions. This prevents any potential exploitation that might arise from a direct transition from temporary to permanent employment.

In the absence of a collective bargaining agreement, the situation may vary, but generally, the acceptance of these terms protects the rights of the employees when making the transition from temporary to permanent status. Such agreements also help clarify any discrepancies regarding pay or benefits that might arise during this transition. Therefore, the correct answer encapsulates the protections afforded to the employee under organized labor practices in the context of temporary to permanent employment scenarios.