all reward and no risk: how to ensure compliance when taking on temps.

all reward and no risk: how to ensure compliance when taking on temps.

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Whether you have a particularly busy season coming up, or your business just isn't in a position to commit to full-time hires, the flexibility and cost-savings that temporary talent can bring are often too good to ignore.

However, you can't just go run out and hire a team of temporary workers on a whim — you’re the head of legal and compliance for the entire company — it's your job to be cautious and vet the process thoroughly before giving the go-ahead.

To help you as you go about making your decision, here are a few key ways that you can minimize risk so your business can get the flexible support it needs — without the added stress.

1. don’t skimp on compliance training

There are a lot of adjustments that temporary employees will need to make during their first few weeks on the job. Besides coming into a new work environment and trying to learn the ins and outs of a new role, they’ll also need to assimilate into your business’s way of operating from a compliance standpoint.

Too often, training focuses on helping new hires get up to speed on the knowledge and skills they’ll need to start contributing — especially if it’s coming during a busy season where you needed help yesterday — but the policies and procedures that need to be observed while doing so get left by the wayside.

Look to your own industry to identify what best practices or regulations might apply to the roles you’re filling and train accordingly. For instance, if you’re staffing for customer-facing roles or ones that involve dealing with any kind of sensitive client data, you’ll want to organize training centered on current data handling and protection laws to ensure no costly mistakes are made during a new hire’s first few days on the job.

Sixty-six percent of the 601 training professionals who responded to one survey said that their employees were the weakest link in their data security operations — yet only 35 percent said their senior executives believed it was a priority to train them on how to improve.

train new temps on all the role-specific policies and procedures they’ll need to know.

While you may not be in charge of handling cybersecurity — and this is just one example — you are in charge of ensuring your employees know what’s required to stay compliant across all areas of the business.

2. know the rights of temporary employees

After you’ve briefed your new temporary hires on the policies and procedures that need to be followed, it’s time to make you and your management team the focus to ensure there are no slip-ups on your end.

Blindspots often appear when managing a hybrid workforce of both full-time and temporary employees, as it’s easy to view them as two separate entities.

Even though they may be technically employed through a staffing agency, temporary workers are entitled to all the same workplace rights and protections as your full-time employees, and glossing over this fact is where some organizations can make themselves more vulnerable to risk.

Areas to keep in mind include:

hours worked
Temp employees are entitled to time and a half pay for overtime hours worked.

taxes
Sometimes a staffing agency will handle the filing, but it's not a given. Make sure you clear this up with your staffing partner prior to tax season.

workplace rights
Temp employees are covered under federal and state equal opportunity laws, which protects them from sexual harassment and workplace discrimination.

3. get talent from a trusted source

Working with a staffing firm that can deliver qualified professionals who already have a good understanding of the laws and regulations that pertain to your industry will reduce the risk even further.

You'll want to look for staffing agencies that specialize in hiring for your field. By dedicating all their time to staffing in the areas you need most, the recruiters at these agencies will be able to speak your same language and find talent with not only the skills and experience — but the knowledge of policy and regulatory guidelines to get the job done right.

Staffing firms can also help you reduce risk by:

keeping you up to date on regulatory changes
The recruiting specialists you work with will have expertise in your field to go along with staffing, which means they can provide you with information on the latest policy changes.

providing tailored workforce management strategies
Staffing agencies have strategists on board who can design tailored workforce management plans to help your business stay compliant.

helping you avoid bad hires
Staffing firms have established talent networks of proven, pre-vetted professionals. That means that the talent they send you will have already passed through previous rounds of evaluation, reducing the risk of a new hire not working out or not being a fit for your workplace.

staffing firms find talent with the right skills and culture fit for your workplace.

While there's no such thing as a sure thing, covering your bases with the points above will get you on the way to minimizing risk to the point where your business can safely and securely take on temporary talent.

If you're ready to start searching for candidates now, visit our Find Employees portal, or get in touch with us today to learn more about how a partnership with a staffing firm can help your business.

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all reward and no risk: how to ensure compliance when taking on temps.

Posted by Chris Ceballos on Jun 29, 2020 11:38:27 AM

Whether you have a particularly busy season coming up, or your business just isn't in a position to commit to full-time hires, the flexibility and cost-savings that temporary talent can bring are often too good to ignore.

However, you can't just go run out and hire a team of temporary workers on a whim — you’re the head of legal and compliance for the entire company — it's your job to be cautious and vet the process thoroughly before giving the go-ahead.

To help you as you go about making your decision, here are a few key ways that you can minimize risk so your business can get the flexible support it needs — without the added stress.

1. don’t skimp on compliance training

There are a lot of adjustments that temporary employees will need to make during their first few weeks on the job. Besides coming into a new work environment and trying to learn the ins and outs of a new role, they’ll also need to assimilate into your business’s way of operating from a compliance standpoint.

Too often, training focuses on helping new hires get up to speed on the knowledge and skills they’ll need to start contributing — especially if it’s coming during a busy season where you needed help yesterday — but the policies and procedures that need to be observed while doing so get left by the wayside.

Look to your own industry to identify what best practices or regulations might apply to the roles you’re filling and train accordingly. For instance, if you’re staffing for customer-facing roles or ones that involve dealing with any kind of sensitive client data, you’ll want to organize training centered on current data handling and protection laws to ensure no costly mistakes are made during a new hire’s first few days on the job.

Sixty-six percent of the 601 training professionals who responded to one survey said that their employees were the weakest link in their data security operations — yet only 35 percent said their senior executives believed it was a priority to train them on how to improve.

train new temps on all the role-specific policies and procedures they’ll need to know.

While you may not be in charge of handling cybersecurity — and this is just one example — you are in charge of ensuring your employees know what’s required to stay compliant across all areas of the business.

2. know the rights of temporary employees

After you’ve briefed your new temporary hires on the policies and procedures that need to be followed, it’s time to make you and your management team the focus to ensure there are no slip-ups on your end.

Blindspots often appear when managing a hybrid workforce of both full-time and temporary employees, as it’s easy to view them as two separate entities.

Even though they may be technically employed through a staffing agency, temporary workers are entitled to all the same workplace rights and protections as your full-time employees, and glossing over this fact is where some organizations can make themselves more vulnerable to risk.

Areas to keep in mind include:

hours worked
Temp employees are entitled to time and a half pay for overtime hours worked.

taxes
Sometimes a staffing agency will handle the filing, but it's not a given. Make sure you clear this up with your staffing partner prior to tax season.

workplace rights
Temp employees are covered under federal and state equal opportunity laws, which protects them from sexual harassment and workplace discrimination.

3. get talent from a trusted source

Working with a staffing firm that can deliver qualified professionals who already have a good understanding of the laws and regulations that pertain to your industry will reduce the risk even further.

You'll want to look for staffing agencies that specialize in hiring for your field. By dedicating all their time to staffing in the areas you need most, the recruiters at these agencies will be able to speak your same language and find talent with not only the skills and experience — but the knowledge of policy and regulatory guidelines to get the job done right.

Staffing firms can also help you reduce risk by:

keeping you up to date on regulatory changes
The recruiting specialists you work with will have expertise in your field to go along with staffing, which means they can provide you with information on the latest policy changes.

providing tailored workforce management strategies
Staffing agencies have strategists on board who can design tailored workforce management plans to help your business stay compliant.

helping you avoid bad hires
Staffing firms have established talent networks of proven, pre-vetted professionals. That means that the talent they send you will have already passed through previous rounds of evaluation, reducing the risk of a new hire not working out or not being a fit for your workplace.

staffing firms find talent with the right skills and culture fit for your workplace.

While there's no such thing as a sure thing, covering your bases with the points above will get you on the way to minimizing risk to the point where your business can safely and securely take on temporary talent.

If you're ready to start searching for candidates now, visit our Find Employees portal, or get in touch with us today to learn more about how a partnership with a staffing firm can help your business.

Topics: cat:talent acquisition, phase:explore, topic:problems, cat:professionals, cat:staffing