5 Things to Know About Working With Staffing Firms

Employers bring on millions of temporary workers every year as a cost-efficient way to recruit and test the abilities of new staffers before signing them on full-time. But employers should be aware that the use of temporary workers can be tricky.

Temporary workers can misunderstand that the worker’s actual “employer” is the staffing agency, not the employer using the services. Employers also may think that they can avoid anti-discrimination laws by using indirect hiring through staffing agencies, though, in fact, they may still face legal exposure as a “co-employer.”

Here are five tips to help employers better understand the temporary staffing world.  

1. Work only with reputable staffing firms. These firms will understand the nuances of co-employer relationships, and will appropriately classify employees under the Fair Labor Standards Act for the purposes of paying overtime.  

2. Document your agreement with the staffing agency through a written contract. The written contract should identify who is responsible for various aspects of the employment relationship, including unemployment taxes, Medicare contributions and compliance with various laws, including the Fair Labor Standards Act, which governs overtime payments.

3. Ensure that the staffing agency controls all aspects of the employment relationship with temporary workers. The staffing agency should set the hours of work, provide training, negotiate pay rates, address disciplinary issues that may arise and terminate the worker when necessary.

4. Do not treat temporary workers as “employees” of the company. Do not provide them with business cards, employee ID badges, employee handbooks, access to corporate facilities (such as gyms) or other materials provided to employees.

5. Assume that you have to comply with anti-discrimination and similar laws with respect to everyone — even temporary workers. All employment decisions relating to all workers — including temporary workers — should be entirely unrelated to race, gender, religion or other protected classification. Similarly, if the staffing agency bills you for overtime worked by a temporary employee, make sure that the staffing agency actually pays its workers, and consult your written agreement to determine if the overtime was billed appropriately.

About the Author

Will Temby

Will has enjoyed a 20-year career in leadership positions in the hospitality and travel industry throughout the U.S. with the Hyatt, Sheraton, Hilton, Renaissance and Steamboat Ski and Resort corporations. Will received a Bachelor of Science degree from the University of Massachusetts at Amherst. From 2000-2007, he served as President and CEO of the Greater Colorado Springs Chamber of Commerce. He also served as Vice President-Special Projects for the University of Colorado Foundation from 2007 to 2009. Will is a past Chair of the Board of Directors of the National Homeland Defense Foundation and former member of the United States Chamber of Commerce Committee of 100. He is married to Nan, has five wonderful children, and enjoys coaching, traveling, hiking, golfing and skiing.

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