The first question that might come to mind when you read the above title, “is it my responsibility as the customer of the “Temp Agency” to ensure that the temporary employee they are providing me is able to safely do the work of my business? The answer is yes, it is up to them. However, the answer is that it is also up to you as the host employer. Both the “Temp Agency” and host employer must take action to make sure they are working together and following the standards in The Occupational Safety & Health Act of 1970. Both companies must understand what the demands of the job are before putting a temporary employee into the position. This unique structure requires frequent and clear communication between the parties. Some topics that might arise include the following.
1. Who is responsible for training the employee for the work?
2. Should the “Temp Agency” have access to the worksite to assess the job demands?
3. Does the “Temp Agency” have someone who can effectively help determine the demands of all their clients job requirements?
4. Does the “Temp Agency” then have someone who can determine if the employee will fit the demands of their clients work site?
There are sure to be more topics to discuss depending on the arrangement and any special requirements a host employer may have. The best way to advocate for the temporary employee is have these discussions before the “Temp Agency” and host employer decide to work together. In Parts 2 & 3 of this blog we will discuss some best practices and answer the questions above for both parties to resolve before doing business together. Finally, we will answer the question whether the temp employee should be preHire screened before entering the position.
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