Microsoft relies heavily on temporary workers. To minimize potential legal issues, Microsoft sought to ensure that the temporary workers were not mistaken about their place within the company. The temporary agencies provided workers with handbooks that laid out the ground rules in explicit detail. Temporary workers were barred from using company-owned athletic fields—for insurance reasons, the handbooks explained. At some Microsoft facilities, temporary workers were told they could not drive their cars to work because it would create parking problems for regular workers. Instead, they were told to take the bus. Temporary workers were also told not to buy goods at the company store or participate in company social clubs such as chess, tai chi, or rock climbing, which were open to regular employees. They were not permitted to attend parties given for regular employees, a private screening of the latest Star Wars film, or company meetings at the Kingdome stadium in Seattle. In addition, their e-mail addresses were to contain an a- to indicate their nonpermanent status in the company. Imagine that you are a senior manager in the Human Resources Department at Microsoft and that you have been asked to respond to temporary workers’ complaints about working conditions. How would you handle this?