One year ago this April, OSHA announced a new series of laws that affect how staffing and recruiting companies work with host employers in the training and protection of temporary workers.
To recap, here’s why the changes were needed.
Given these statistics, the guidelines call for inspectors to assure temporary workers are protected from workplace hazards, review records, and interview temp workers to discover if they got the required training and in a language they understand. If these laws are violated both host and temp employers may be held jointly responsible. That can result in big fines, possible legal action and even closing of businesses.
As staffing and recruiting professionals are well aware, the contingent workforce is currently on the rise.
To ensure you are well prepared and protected, if and when an inspection occurs, use these suggestions from OSHA to identify if you are compliant with the regulations as they relate to temporary workers.
Use the above as a quick checklist to identify whether or not appropriate action has been taken given the guidelines that OSHA rolled out last year.
If you identify that there are some areas of opportunity, consider these next steps as a starting point.
In his 2013 article for Human Resource Executive Online, Tom Starner discussed the dilemma of documentation with Michelle Benjamin, CEO and founder of Benjamin Enterprises and TalentREADY. Benjamin stressed the importance of keeping up-to-date documentation to prove compliance, which would include keeping records that show the following:
Benjamin suggests that agencies providing temporary workers to companies should ensure that the employer is aware of this OSHA initiative and that they are in compliance.
Going forward, staffing agencies will have to be more vigilant about the training they provide temporary workers, including educating them on OSHA standards and regulations. They will also have to have plans in place for injury reporting.
Here is where recruiting software can play a critical role in reducing risks for temporary employees and potential liabilities for the staffing agency. Recruiting and staffing software can and should enable you to establish a workflow process that ensures that every temp hire is onboarded and trained appropriately, and that each of these steps are well-documented. Further, the workflow processes can include OSHA-recommended steps for the staffing firm to implement and document.
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