This is a follow-up to my blog post Temporary Workers Safety Responsibility: Staffing Agency or Hiring Company.

Communication between a staffing agency and a hiring company is key when it comes to the safety of temporary workers. So is having safety processes in place.

OSHA developed some recommended best practices, which I’ve highlighted in this post. Check out the PDF for more details on these practices.

Recommended Best Practices

  • Evaluate the hiring employer’s worksite. This should be a joint review to identify or eliminate potential safety hazards before signing a work relationship agreement.
  • Train agency staff to recognize safety and health hazards.
  • Ensure the employer meets or exceeds the other employer’s standards. This means that each should review the other’s injury and illness prevention programs.
  • Assign safety and health responsibilities in the contract. Be clear and specific about who is responsible for what.
  • Track injuries and illnesses. OSHA requires injury and illness records be kept by the employer providing day-to-day supervision, which is typically the hiring company.
  • Conduct safety and health training. OSHA standards require site and task-specific safety and health training in language easily understood by the workers.
  • Ensure there is an injury and illness prevention program. Communicate the employers’ safety program at the start of an assignment and don’t forget to do this again when bringing new temporary workers into an existing project.
  • Investigate incidents. Both employers should conduct an investigation when there are injuries, illnesses or close calls to determine what corrective actions are needed, immediately and in the future.
  • Maintain contact with workers. A signed contract doesn’t mean the staffing agency is no longer involved. Staffing agencies have a duty to verify the company has fulfilled its responsibilities for providing a safe workplace.

OSHA Resources