If you follow our e-letter at all over the months you know we encourage all of our clients to not lose sight of co-employments issues.
Recently Area Temps, a Cleveland based staffing supplier settled a discrimination lawsuit to the tune of $650,000.
Area Temps was accused by the EEOC of complying with client request for workers based on such things as race, gender, national origin etc. They also fired two of their internal staff for not going along with the discriminatory practices and one individual for cooperating with the EEOC.
While the settlement involving Area Temps has obviously been made public, we can only assume their clients involved were probably impacted by the case as well.
The bottom line is that you should never believe that just because a “temp” is not your employee that you are exempt from those employment laws that cover everyone in the workplace.
WHY WE SUPPORT THE DRUG FREE WORKPLACE – PART 1
Consider these facts:
One worker in four between the ages of 18 to 34 used drugs in the past year.
One worker in three knows about drug sales in the workplace.
In the workplace these problems obviously become your problems whether they are your employees or that of a third party supplier. They increase the risk of accidents, lower productivity, raise insurance costs and lower profits.
Substance abusers are responsible for 40% of all industrial fatalities.
And think about this one:
23 million use marijuana at least four times a week; 18 million abuse alcohol; 6 million regularly use cocaine and 2 million use heroin.
Next issue we’ll talk about what to look for in suspecting drug or alcohol abuse in the workplace.
FOOD FOR THOUGHT
For those of you that think your staffing supplier has it easy when it comes to Workers Compensation, here is where Ryan Staffing is at through July 31, 2010:
First report of injury filed:
Claims allowed - 32
Claims dis-allowed - 6
Claims withdrawn - 3
Claims rejected - 4
_______________
45
Due to our internal transitional work program only one claim has resulted in lost time away from work.
We are still operating without a TPA, and while this might seem challenging enough, in 1999 we had 235 claims including 18 with compensable lost time.
WE’RE NOT BAD PEOPLE
Last month we ran our contest around the LeBron escape from Cleveland and we took a bit of flack for it.
We surely did not mean to offend anyone with our anti-LeBron survey and we really aren’t hate mongers. That being said, we haven’t changed our mind about his leaving.
As one who has been going to Cavs games since 1970 and the Cincinnati Royals before that, my loyalties run deep. That along with the fun others had with survey made us all feel better here at Ryan Staffing. Some of the results/ comments from the survey included:
THIS MONTH IT’S TIME TO MOVE ON TO THE BROWNS
Our survey question involves your best guess on how many games the Brownies win this season. Take the test and win a chance to see the Browns home opener against the KC Chiefs on September 19, 2010.
YOU KNOW LIFE ISN’T GETTING EASIER WHEN. . . .
The Department of Labor recently decided that employers under the FLSA must pay employees for time spent putting on and taking off personal protective equipment. This interpretation also includes time spent putting on and taking off work clothes. While this ruling was made in the context of collective bargaining agreements, its implications extend to non –union situations as well.
I, for one, am elated that my spouse is in “management” at Ryan Staffing because if we had to pay her to get dressed and undressed to come to work we’d be broke, just kidding!
MIA NLRB NOT MISSED
The US Supreme Court recently said that 600 decisions made by the National Labor Relations Board that was operating with only 2 members (3unfilled seats) for over two years are without statutory authority.
Is it just me or don’t you find it amazing that life went on just fine without anyone really missing 60% of the board? Can we take from this that about 60% of all Government Bureaucrats really wouldn’t be missed – interesting.
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