Employee Safety for Staffing Companies & PEOs. Course Objectives. Best practices for Staffing Companies & PEOs Learn to reduce injuries, illnesses, and workers’ compensation costs Improve communication between staffing organizations and host companies
Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
Contract worker- Provides a specific service to a company which must include supervision and assumes more responsibilities than a staffing company.
Staffing- Skilled/unskilled workers sent out under client/host regulations, host watches over worker, manages time/task, may or may not want to hire full-time
Associate is preferable to “temp worker.”
Onsite- Temporary worker administration at host/client site although the actual task/work performed for the host is supervised by the host company.
Host company is defined as the company that utilizes temporary workers.
Staffing company is preferred to “temp agency.”
BWC defines “as an employer who is in business of employing individuals for the purpose of utilizing the services of the individuals for a temporary period”
Client Risk Assessment
Before Placement Assessment
Loss Prevention Management
Written procedures for new client:
Good Job Description includes:
Assessment of client’s WC history
Comply with Loss Prevention Requirements:
PROGRAM MUST BE CONSISTENTLY APPLIED!
Who is responsible for Workers’ Compensation?
Staffing employer/PEO-hire the employee that is being utilized by the host employer
Who will be responsible for a VSSR?
The host employer will be the employer of record in regards to VSSR filing.
Why does the Staffing Agency/PEO need the host employer’s manual number(s)?
To whom do the following OSHA requirements apply?
Safety Training (General and Specific)
Whoever provides day-to-day supervision of the employee is responsible for recordkeeping.
Fines may be levied to the host employer and/or staffing agency/PEO depending on the circumstances.
When medical surveillance or monitoring is necessary, the host employer must offer and perform this requirement.
The staffing agency/PEO must ensure that the records of the required medical surveillance or evaluations are maintained in accordance with the appropriate OSHA standards.
What is the general rule for generic training?
The staffing agency/PEOs are expected to provide some generic training.
Who is responsible for site specific training?
The host employer must still certify that the required training has been provided "when the employee has demonstrated proficiency [to the employer] in the work practices involved."
General – Choice (soon to be Alliance)
Who is responsible for PPE?
What other Legal Consideration must be considered?