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The legal requirement specifying the minimum assignment duration for temporary employees to be eligible for retirement benefits is typically associated with the threshold of 1,500 hours. This figure is established based on various regulations, including the Affordable Care Act (ACA) and other employment policies, that define full-time status and eligibility for benefits.

When temporary employees work a minimum of 1,500 hours within a specified period, they may qualify for retirement benefits and other employer-sponsored programs. This duration is intended to ensure that employees have sustained engagement with the organization, allowing for a more significant contribution to retirement plans and providing a pathway to benefits not typically accessible for shorter-term employment or lower-hour commitments.

This context underscores the importance of understanding both employer policies and relevant federal regulations when managing staffing and temporary employment, as these factors can heavily influence benefit offerings and employee retention strategies.