You may recall that recently the EEOC advised against the use of credit checks as part of the hiring process because they tend to impact more adversely against minorities or females. Well that advice has now turned in to a lawsuit against Kaplan Higher Education Corporation for using the checks to discriminate against black job applicants through the way it uses credit histories in its hiring process.
Monday, January 17, 2011
Tip of the Month: Be Vigilant of OSHA Record-keeping
Our "tip" this month is a gentle reminder to all those that utilize staffing services to remember your responsibility to include all OSHA recordable injuries experienced by employees supplied by temp help companies at your facility on your company's OSHA 300 log.
To some there is a misconception that these injuries should be recorded on the staffing company's log. According to OSHA Section 1904.31 the party that provides the employee day to day supervision is responsible for the record-keeping of the injury/accident.
Ryan Staffing Enters 20th Anniversary Year
Officially on July 15th Ryan Alternative Staffing, Inc. will turn 20 years old. We joke that in this industry that works out to about 150 but I'm sure everyone feels that way about their job/employer at one time or another.What it means to me is that not only have we survived but we have grown and prospered for over two decades. Sure, we're a lot grayer than when we started, but apparently we have done enough right over the years in our approach to how we treat our clients to still be in business. I know we haven't made everyone happy. What I do know is that it has never been from not wanting to make everyone happy or from a lack of effort in trying. And that is what separates the winners from the losers when you start up a small business in an extremely competitive industry like ours.
So, during 2011 we plan to look for ways to express our gratitude to both our clients and hard working temps that have had a positive impact on our longevity. Without both, there is no doubt we would not be around today. And for that we are thankful.
Sincerely,
Tim Ryan-President
Susan Ryan-Vice President Sales
Susan Ryan-Vice President Sales
Monday, December 20, 2010
TIP OF THE MONTH 'Maybe Christmas, the Grinch thought doesn't come from a store'
Since starting this e-letter back in the beginning of 2008 I've shared with you over 30 tips that I know would save you both time and money in your utilization of temporary staffing.
If they have helped you impress your boss great. If they have saved your company money, I hope you got a piece. But most importantly I hope that they have helped make your business more competitive and productive. And while coming up with new "tips" every month can be a challenge, I hope to continue offering useful information about the practices of our industry because let's face it.....temporary staffing is here to stay.
So, the last tip of 2010 isn't going to come from me but rather from some famous people sharing a few of their own words of wisdom. Enjoy!
Be nice to your children for they will choose your rest home. (Phyllis Diller)
Buy land, they ain't making it any more. (Will Rogers)
By the time you're 80 years old you've learned everything. You only have to remember it..(George Burns)
If it doesn't fit you must acquit. (Johnnie Cochran Jr.)
If you can't convince them, confuse them. (Harry Truman)
If you cannot beat them arrange to have them beaten. (George Carlin)
If you want to sacrifice the admiration of many men for the criticism of one, go ahead and get married. (Katherine Hepburn)
It ain't what they call you, it's what you answer to. (Bill Clinton)
No problem is so large that it cannot be run away from. (Charles Schultz/Peanuts)
Never purchase beauty products in a hardware store. (Miss Piggy)
The significant problems we face in life cannot be solved at the same level of thinking we were at when we created them. (Al Einstein)
If you can make a girl laugh you can make her do anything. (Marilyn Monroe)
Keep away from people who try to belittle your ambitions. Small people always do that, but the really great make you feel that you, too, can become great. (Mark Twain)
Don't cry because it is over. Smile because it happened. (Dr. Suess)
And last but not least it was the great Hut Landon that advised "If a Pit Bull romances your leg, fake an orgasm". Happy Holidays!
If they have helped you impress your boss great. If they have saved your company money, I hope you got a piece. But most importantly I hope that they have helped make your business more competitive and productive. And while coming up with new "tips" every month can be a challenge, I hope to continue offering useful information about the practices of our industry because let's face it.....temporary staffing is here to stay.
So, the last tip of 2010 isn't going to come from me but rather from some famous people sharing a few of their own words of wisdom. Enjoy!
Be nice to your children for they will choose your rest home. (Phyllis Diller)
Buy land, they ain't making it any more. (Will Rogers)
By the time you're 80 years old you've learned everything. You only have to remember it..(George Burns)If it doesn't fit you must acquit. (Johnnie Cochran Jr.)
If you can't convince them, confuse them. (Harry Truman)
If you cannot beat them arrange to have them beaten. (George Carlin)
If you want to sacrifice the admiration of many men for the criticism of one, go ahead and get married. (Katherine Hepburn)
It ain't what they call you, it's what you answer to. (Bill Clinton)
Never purchase beauty products in a hardware store. (Miss Piggy)
The significant problems we face in life cannot be solved at the same level of thinking we were at when we created them. (Al Einstein)
If you can make a girl laugh you can make her do anything. (Marilyn Monroe)
Keep away from people who try to belittle your ambitions. Small people always do that, but the really great make you feel that you, too, can become great. (Mark Twain)
Don't cry because it is over. Smile because it happened. (Dr. Suess)
And last but not least it was the great Hut Landon that advised "If a Pit Bull romances your leg, fake an orgasm". Happy Holidays!
Tim's Talking About Facebook, UPS and the EEOC...
FACEBOOK POSTING AND INTERNET POLICIES
According to a recent ruling by the National Labor Relations Board, it is protected concerted
activity if an employee posts on Facebook a derogatory comment about a company's supervisor. A
Connecticut ambulance company terminated an employee for posting a comment that read "love how
the company allows a 17 to become a supervisor". A 17 is code for psychiatric patient. This was
construed to be protected concerted activity.
IMAGINE...
UPS announced recently that they will be hiring 50,000 temps to deal with the holiday season which runs between Thanksgiving through Christmas.
The company expects to deliver 24 million packages alone on December 22, its busiest day. This is about a 60% increase over its daily delivery
volume.
COULD IT HAPPEN HERE?
The largest auto plant in the world operated by Hyundai in Ulsan, South Korea experienced a sit
in strike by 400 temps. The job action has caused lost production of 4300 vehicles through the first four
days. The 400 workers called "irregulars" by the Korean Herald are demanding equality with the full time
employees.
It's interesting to note that the company has filed civil and criminal suits against the striking
workers (not the staffing company) and seeks 42 billion won ($40 million or so) in damages. It the job
action drags on to long it may shut down the entire operation.
EEOC IS BUSY, BUSY, BUSY!
The EEOC said it received 99922 charges of employment discrimination in its last fiscal year...the
highest level in its 45 year history. It also reported collecting $319 million in benefits for workers.
We were recently hit with one of these charges involving a temporary that alleged not being
called for a job assignment because of he was black. Having had my share of these over the years to deal
with, I decided to do something different. For the first time I tried the EEOC mediation process.
I just did not have the time or energy to deal with the avalanche of paper required to fight the charge outright. We did end up paying some money to resolve the matter after about four hours of back and forth at the EEOC office in downtown Cleveland.
I'm not sure if I would take the same approach again. It would probably depend on the circumstances. If
you're interested in my experience, should you face the same situation, give me a holler and I'll be glad to
share.
TEMP USE UP LAST QUARTER
According to the ASA staffing firms employed an average of 2.6 million temporary workers per
day in the 3rd quarter and 8.1% increase over the prior quarter. At the same time, the staffing index
remained steady in November but up 18% from last year at the same time.
According to a recent ruling by the National Labor Relations Board, it is protected concerted
activity if an employee posts on Facebook a derogatory comment about a company's supervisor. A
Connecticut ambulance company terminated an employee for posting a comment that read "love how
the company allows a 17 to become a supervisor". A 17 is code for psychiatric patient. This was
construed to be protected concerted activity.
IMAGINE...
The company expects to deliver 24 million packages alone on December 22, its busiest day. This is about a 60% increase over its daily delivery
volume.
COULD IT HAPPEN HERE?
The largest auto plant in the world operated by Hyundai in Ulsan, South Korea experienced a sit
in strike by 400 temps. The job action has caused lost production of 4300 vehicles through the first four
days. The 400 workers called "irregulars" by the Korean Herald are demanding equality with the full time
employees.
It's interesting to note that the company has filed civil and criminal suits against the striking
workers (not the staffing company) and seeks 42 billion won ($40 million or so) in damages. It the job
action drags on to long it may shut down the entire operation.
EEOC IS BUSY, BUSY, BUSY!
The EEOC said it received 99922 charges of employment discrimination in its last fiscal year...the
highest level in its 45 year history. It also reported collecting $319 million in benefits for workers.
We were recently hit with one of these charges involving a temporary that alleged not being
called for a job assignment because of he was black. Having had my share of these over the years to deal
with, I decided to do something different. For the first time I tried the EEOC mediation process.
I just did not have the time or energy to deal with the avalanche of paper required to fight the charge outright. We did end up paying some money to resolve the matter after about four hours of back and forth at the EEOC office in downtown Cleveland.
I'm not sure if I would take the same approach again. It would probably depend on the circumstances. If
you're interested in my experience, should you face the same situation, give me a holler and I'll be glad to
share.
TEMP USE UP LAST QUARTER
According to the ASA staffing firms employed an average of 2.6 million temporary workers per
day in the 3rd quarter and 8.1% increase over the prior quarter. At the same time, the staffing index
remained steady in November but up 18% from last year at the same time.
Wednesday, November 17, 2010
Tim's Talking About the Improved Labor Market, Interviews and Interns...
GETTING BETTER!
At Ryan Staffing we have seen strong use of temp help throughout 2010. Our client volume has increased over 80% from 2009. While that may not be a totally fair comparison because of the recession it still represents a return to our volume levels during the pre-recession years of 2007 and 2008.
HAPPY THANKSGIVING!
And then there was the candidate that showed up late for the interview complaining about the long commute and how he was glad not to have to do that everyday.
Those of us that have been around the HR blocks a few times I’m sure have a few new stories to share. If you have a good one, e-mail us at info@ryanstaffing.com and we’ll share them next month.
Basically, you can’t use internship programs as a method for getting free labor. Internships should be a way for companies to provide “real world” experience to potential job seekers while at the same time showcasing their organization to the community and future recruits.
I can still remember the Fuller Brush man visiting my mom and selling her a broom that I swear we used for forty years. The elevator operators fascinated me as a young kid at downtown Higbees…what a cool job I thought at the time. And the milkman that came every morning and who my mom swore was not my father (kidding). Think about some of these and at the same time put them in perspective with our current unemployment problems:
I guess it all comes down to progress but it was still neat to meet the Good Humor man every afternoon on a hot summer day.
McDonalds in Brazil was reported to being “weighing” its options (honest I did not make that up). Can you imagine the impact on the folks at Budweiser?
In the second half of 2009 ICE agents found 22000 suspect documents out of 86000 received. Fine collection is up six fold and Abercrombie and Fitch got touched up for a $1,000,000 fine for violations at its Michigan stores.
The message here is that you may want to make sure your staffing supplier is performing these checks in the proper fashion.
According to CareerBuilder.com thirty two percent of companies with 500 or fewer employees plan to hire in the second half of 2010. Twenty-one percent will hire full time while 11% will hire part-time and 6% will hire temps.
At Ryan Staffing we have seen strong use of temp help throughout 2010. Our client volume has increased over 80% from 2009. While that may not be a totally fair comparison because of the recession it still represents a return to our volume levels during the pre-recession years of 2007 and 2008.
HAPPY THANKSGIVING!
HEALTHCARE REFORM UGH!
According to a poll taken by Strategic Benefits Solutions eighty-eight percent of high level corporate big wigs are expecting higher health care costs post reform and 65% view the legislation unfavorably.
KIDS SAY THE DARNDEST THINGS
Those of us a bit on the north side of 50 remember Art Linkletter and the segment of his afternoon show where he conducted interviews with children under the age of 8 years or so. Out of the mouths of babes often came some very funny talk. Well, it turns out interviewees say the darndest, nay dumbest things too when looking for employment. Consider these:
- One interviewer asked a candidate recently how she handled heavy workloads. Her answer included running in to the bathroom and crying. Didn’t land the job.
- An interview for a secretary inquired about the important parts of a job for her. Working close to a Bloomingdale’s didn’t get her a job offer.
- Then there was the phone interview scheduled for 3:00 p.m. When the applicant answered he asked for time to leave the bar he was at and ultimately begged off the interview for being a little drunker than he anticipated. Not good.
One recent mother brought her baby too the interview and proceeded to breast feed the child.
And then there was the candidate that showed up late for the interview complaining about the long commute and how he was glad not to have to do that everyday.
Those of us that have been around the HR blocks a few times I’m sure have a few new stories to share. If you have a good one, e-mail us at info@ryanstaffing.com and we’ll share them next month.
DO YOU USE INTERNS?
Those private for-profit organizations that utilize unpaid student interns need to be knowledgeable of the circumstances that allow these positions to legally be compensation free. For example:
* Training received must be similar to training that would be given in an educational setting
* The internship experience must be for the benefit of the intern not the organization.
* The employer providing the training receives no benefit from the activities of the intern and in
And may actually impede the operation at times.
* No job is promised or entitlement to a position assumed at the end of the internship.
* Regular employees are not replaced by the intern.
* Both parties understand that the intern will not be compensated for the internship.
Basically, you can’t use internship programs as a method for getting free labor. Internships should be a way for companies to provide “real world” experience to potential job seekers while at the same time showcasing their organization to the community and future recruits.
TIME MARCHES ON
As we all get older you start to catch yourself getting a touch nostalgic as well. And when you are in the jobs business like we are at Ryan Staffing you catch yourself thinking about all the occupations that you no longer place people.
I can still remember the Fuller Brush man visiting my mom and selling her a broom that I swear we used for forty years. The elevator operators fascinated me as a young kid at downtown Higbees…what a cool job I thought at the time. And the milkman that came every morning and who my mom swore was not my father (kidding). Think about some of these and at the same time put them in perspective with our current unemployment problems:
*Inspectors, testers, samplers, sorters and weighers
*File Clerks
*Elevator Operators
*Gas Station Attendants
*Iceman
*Milkman
*Switchboard Operators
*Typists
*Machine Feeders
*Shorthand/Dictation Clericals
I guess it all comes down to progress but it was still neat to meet the Good Humor man every afternoon on a hot summer day.
COMING TO AMERICA?
Get this one. In Brazil a court recently ruled that McDonalds must pay a former Manager $17,500 because he gained 65 pounds while working there for 12 years. The 32 year old man felt forced to sample the food every day to monitor quality. The company also offered its employees free lunches which added to his problem.
McDonalds in Brazil was reported to being “weighing” its options (honest I did not make that up). Can you imagine the impact on the folks at Budweiser?
I-9 FORM COMING HOME TO ROOST
The Obama administration has plans to increase the number of I-9 audits as part of the great immigration reform debate. This process which has the government auditors checking social security numbers on I-9 forms to see if they are real is an attempt to manage the whereabouts of the over 7 million or so illegal aliens in the USA. George Bush apparently relied on worksite raids as his method of enforcement.
In the second half of 2009 ICE agents found 22000 suspect documents out of 86000 received. Fine collection is up six fold and Abercrombie and Fitch got touched up for a $1,000,000 fine for violations at its Michigan stores.
The message here is that you may want to make sure your staffing supplier is performing these checks in the proper fashion.
Tip of the Month: Get What you Pay For!
As I was browsing through my recent edition of SI Review (Staffing Industry) I hit upon a survey taken of benefits staffing firms offer temps. Benefits for temps has always intrigued me because it is a classic case of paying for something that sounds good but really isn't. First for the survey. It found that staffing firms offer the following benefits to temps:
What we have here is a lot of feel good fluff with little meat to it. Let's look at paid vacation/holidays. These are a great benefit to retaining long term temps and reducing turnover if they ever meet the qualifications to earn them.
Most staffing companies require the temp to work anywhere between 1200-1500 hours in the prior 12 months to get paid vacation/holidays. The problem is that most never make it. And because the staffing company has to factor the cost potential for having to "possibly" pay out these benefits, in the end the customer pays for something the temp never sees.
Most of these other "benefits" are mostly paid for by the temp. Unfortunately the temp either cannot afford his/her cost of the benefit or the coverage is so weak as to not be worth the trouble it goes unused. I mean really, how can an $8.50/hour pay rate support the cost of medical coverage? Once again the customer may be picking up the tab for something that sounds better than it really is.
So what is the answer? We suggest that you pay for the benefits you want temps to earn only as they earn them. Vacation pay is the easiest example of this strategy. Rather than have your supplier build this cost in to their markup, only pay for vacation that is actually earned and paid to the temp working at your facility. This way you don't pay for something that you in theory don't use.
Many of the staffing suppliers that advertise great benefit packages for temps do so knowing that they can bill you upfront for these programs touting reduced turnover and higher quality temps as the real benefit. Unfortunately for you, all they really benefit is your suppliers pocketbook.
I will admit that the value of benefit packages is better served for those of you utilizing professional staffing/contracting personnel (i.e. engineers, accountants, IT, etc.) where packages are needed to recruit top talent. Not so for much of the unskilled labor and most of the office clerical world.
So be sure you're getting what you pay for!
- Paid Vacation 57%
- Dental Insurance 51%
- Unsubsidized medical coverage 51%
- Life Insurance 45%
- 401(k) employee only contributions 42%
- Subsidized medical coverage 40%
- 401(k)match 30%
- Paid sick days 26%
What we have here is a lot of feel good fluff with little meat to it. Let's look at paid vacation/holidays. These are a great benefit to retaining long term temps and reducing turnover if they ever meet the qualifications to earn them.
Most staffing companies require the temp to work anywhere between 1200-1500 hours in the prior 12 months to get paid vacation/holidays. The problem is that most never make it. And because the staffing company has to factor the cost potential for having to "possibly" pay out these benefits, in the end the customer pays for something the temp never sees.
Most of these other "benefits" are mostly paid for by the temp. Unfortunately the temp either cannot afford his/her cost of the benefit or the coverage is so weak as to not be worth the trouble it goes unused. I mean really, how can an $8.50/hour pay rate support the cost of medical coverage? Once again the customer may be picking up the tab for something that sounds better than it really is.
So what is the answer? We suggest that you pay for the benefits you want temps to earn only as they earn them. Vacation pay is the easiest example of this strategy. Rather than have your supplier build this cost in to their markup, only pay for vacation that is actually earned and paid to the temp working at your facility. This way you don't pay for something that you in theory don't use.
Many of the staffing suppliers that advertise great benefit packages for temps do so knowing that they can bill you upfront for these programs touting reduced turnover and higher quality temps as the real benefit. Unfortunately for you, all they really benefit is your suppliers pocketbook.
I will admit that the value of benefit packages is better served for those of you utilizing professional staffing/contracting personnel (i.e. engineers, accountants, IT, etc.) where packages are needed to recruit top talent. Not so for much of the unskilled labor and most of the office clerical world.
So be sure you're getting what you pay for!
November Browns Trivia Contest
Congratulations to Bill Rohan from Simon Roofing. Bill is the proud winner of the Dec. 26 tickets to Browns/Ravens, as part of his Browns Prize Package.
Have a great time at the game Bill!
As for everyone else. Here are the answers to the Trivia contest. I retyped the questions below.
1.(d) 2.(a) 3.(c) 4.(a) 5.(c) 6.(b) 7.(c) 8.(a) 9.(b) 10.(b)
--
1.What year was the start of the Cleveland Browns in the All-American Football Conference (AAFC)?
a.1944
b.1948
c.1952
d.1946
2.The Browns entered the NFL in 1950 and made the championship game seven of the their first eight seasons. What was their record in those seven games?
a.3 wins, 4 losses
b.6wins, 1 loss
c.4 wins, 3 losses
d.2 wins, 5 losses
3.Which of these players was on the Browns roster in the 1950's?
a.Doak Walker
b.Joe Schmidt
c.Chuck Noll
d.Jack Christiansen
4.In the Browns first ten seasons who was their main quarterback?
a.Otto Graham
b.Milt Plum
c.Frank Ryan
d.Bill Nelson
5.Which position did kick returner Joshua Cribbs play at Kent State University?
a.Wide Receiver
b.Cornerback
c.Quarterback
d.Running Back
6.How many playoff games did the Browns win during the 1970's?
a. 3
b. 0
c. 1
d. 6
7.What team did the Browns defeat for their final playoff victory of the 20th century?
a. New York Jets
b .Houston Oilers
c. New England Patriots
d. Pittsburgh Steelers
8. What was the Browns record in their first season back in 1999?
a. 2-14
b. 4-12
c. 3-13
d. 7-9
9. How many NFL Championships did the Browns win while HOF running back Jim Brown was a member?
a. 0
b. 3
c. 4
d. 2
10. The Browns finished with a winning record during the regular season every year of Jim Brown's career?
a. False
b. True
Have a great time at the game Bill!
As for everyone else. Here are the answers to the Trivia contest. I retyped the questions below.
1.(d) 2.(a) 3.(c) 4.(a) 5.(c) 6.(b) 7.(c) 8.(a) 9.(b) 10.(b)
--
1.What year was the start of the Cleveland Browns in the All-American Football Conference (AAFC)?
a.1944
b.1948
c.1952
d.1946
2.The Browns entered the NFL in 1950 and made the championship game seven of the their first eight seasons. What was their record in those seven games?
a.3 wins, 4 losses
b.6wins, 1 loss
c.4 wins, 3 losses
d.2 wins, 5 losses
3.Which of these players was on the Browns roster in the 1950's?
a.Doak Walker
b.Joe Schmidt
c.Chuck Noll
d.Jack Christiansen
4.In the Browns first ten seasons who was their main quarterback?
a.Otto Graham
b.Milt Plum
c.Frank Ryan
d.Bill Nelson
5.Which position did kick returner Joshua Cribbs play at Kent State University?
a.Wide Receiver
b.Cornerback
c.Quarterback
d.Running Back
6.How many playoff games did the Browns win during the 1970's?
a. 3
b. 0
c. 1
d. 6
7.What team did the Browns defeat for their final playoff victory of the 20th century?
a. New York Jets
b .Houston Oilers
c. New England Patriots
d. Pittsburgh Steelers
8. What was the Browns record in their first season back in 1999?
a. 2-14
b. 4-12
c. 3-13
d. 7-9
9. How many NFL Championships did the Browns win while HOF running back Jim Brown was a member?
a. 0
b. 3
c. 4
d. 2
10. The Browns finished with a winning record during the regular season every year of Jim Brown's career?
a. False
b. True
Tuesday, October 19, 2010
Winners of the October Buckeye Trivia Contest
Grand Prize OSU Tickets for the Oct. 23 game vs. Purdue -- Hillary Johnston of Terry's Tire Town
BW3 Gift Cards:
Debbie Tefs of Hubbel
Joyce Keslar of A Plus Powder Coaters
Ray Sbardella of McCann Plastics
Roy Albright of Taylor Coil Processing
Maureen Marginian of M&M Manufacturing Company Inc.
Bobblehead:
Mark King of Saint Gobain
Pam Bissell of Vindicator Printing
Jeniffer Sutton of MPI Labels
Bob Nypaver of RTI International Metals
Kelly of Miles Rubber
Susan Ryan and our sales staff will be in touch with all of you later this week to get you your prizes. Thanks for playing!
Tip of the Month: Pick a Supplier Who Doesn't Cut Corners and Keeps You Out of Trouble
In a world where it’s sometimes easier to take shortcuts or look the other way to save time, energy or a buck, it’s important to work with professionals that know the importance of putting your best interests first. Sometimes this can rub you the wrong way because you expect your staffing supplier to have that “customer is always right” or “do whatever it takes to make you happy” mentality. But sometimes it is just as important to have a supplier that shoots straight and isn’t afraid to lose your business if it means doing business the right way. Consider these “semi-hypothetical” examples:
1. A food processing company that processes chickens for consumption wants to bring on 50 temporaries for their busy season. They have a need for conventional staffing, but they also have a group of workers that they want to payroll. They are in a hurry, and they put people to work before their staffing supplier has had the chance to process the paperwork.
As it turns out the people to be payrolled are in the country with less than the required documentation to work legally.
Do you want your supplier to:
A. Tell you it is ok and guarantee that those employees with be signed up within a week without the required I-9 document.
B. Suggest that you start off by using conventional temporaries that have been properly oriented with all the proper documentation. That way, we both avoid the I-9 police down the road.
2. A steel processing company requests the services of an individual to do production work that involves working around dangerous machinery. The person that starts the job is placed on the job with little training and no safety orientation.
Personal protective equipment that includes wearing safety glasses, hearing protection and gloves with long sleeve shirts are required by the company’s full time staff, but the requirements are not enforced for the temps.
Sure enough, the temp experiences a serious laceration to the hand and is to be off work for a month. The company has a bonus program that includes penalties for people that get hurt on the job and is anxious to keep the temps injury off its record. To this end they have asked their staffing supplier to “work” with them to make this happen.
What approach would you want your supplier to take?
A. Suggest that you end the temporary’s assignment right away for lack of work or poor job performance so that in theory the accident won’t be lost time and impact the bonus program.
B. Tell you that injuries involving temporaries really should not go on your record because they are not your employees and therefore do not need to be recorded on your OSHA log.
C. Explain to you that the injury should be investigated in detail to avoid problems down the road with OSHA and other workers compensation co-employment issues. Then, you’re suppliers works with you to develop a “return to work” strategy that includes providing restricted duty work to avoid the injury becoming lost time and gets the injured worker released to full duty in a timely manner. The supplier then strongly encourages you to return the temp to work and not end the assignment for any reason to avoid this discriminatory practice and the potential legal problems it brings.
3. A HR rep in a large manufacturing company has been assigned the task of calling the staffing supplier to place orders for help. The individual uses more than one service so as to not put all the company’s eggs in one basket. It would seem that most of the business has started to shift to one supplier in particular that has a reputation for “wining and dining” clients to get their business.
Who do you want to get most of your staffing business?
A. The supplier that puts together the best package of goodies but provides lousy service and higher bill rates.
B. The staffing company that does everything it can to provide superior service at the lowest possible cost without trying to buy your love yet shows appreciation with an occasional working business lunch or hand delivered pumpkin roll at Thanksgiving time for your staff to share….whew!
4. Consider the company that processes medical records and billings. Due to ObamaCare, they have an immediate need for skilled clerical help that have all the latest bells and whistles when it comes to office technology….and they need the person yesterday!
The order is placed with two staffing companies at the same time. Which staffing supplier would you prefer to work with on this request:
A. The first one responds by filling the order within an hour with a person that has a questionable work history and educational skills that really only match about half of what you need. The staffing company knew that this person will not cut it, but they want to get the order filled to buy time for them to find the qualified candidate which could take a week or so. You will end up ending the assignment and all the time training this temp after a few days and requesting a replacement.
B. The other staffing supplier checks its database and informs you that they don’t currently have a qualified person to fill the position and that they will have to utilize all their recruiting sources to find a person that will do a great job but that it might take a week or so. They give you the option of accepting a lesser skilled person or waiting for the ideal candidate as well as providing resumes for you to review and getting you involved in the selection process. They even go so far as to offer free training time for an applicant that has potential.
Do you want a staffing supplier that looks out for their own best interest first or one that is willing to sacrifice your business by refusing to take shortcuts and is always looking out for your best interests….no matter how painful?
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