Tag: Temporary workers

Work Safety

Safety Best Practices for Contract, Gig, and Temporary Workers

The number of staffing agencies and temporary workers grew rapidly during the end of the last century, and the types of alternative work arrangements continue to proliferate. There now are several types of workers in “nonstandard work arrangements.”

Temporary vs Permanent Workers

NIOSH Notes a Higher Injury Rate Among Temporary Workers

Temporary workers have a higher overall injury rate than permanent workers in the same occupations, National Institute for Occupational Safety and Health (NIOSH) researchers found in a study of Ohio workers’ compensation claims.

safety warehouse incentives management

Aligning the Safety Cultures of Client and Contractor

Conducive cultures can be the most effective tool in achieving safety results. High-performance organizations realize alignment of safety cultures is becoming the core responsibility of not just the contractor, but those engaging them as well.

Food manufacturing machinery, dough rolling

Amputation Leads to Cal/OSHA Citation of Joint Employers

California’s Division of Occupational Safety and Health (Cal/OSHA) cited a food manufacturer and staffing agency, seeking over $300,000 in penalties, for lockout/tagout and other violations after a temporary worker lost two fingers cleaning dough-rolling machinery.

Lockout Tagout

Temporary Workers and Lockout/Tagout—Guidance for Employers

As part of its Temporary Worker Initiative, OSHA has provided guidance on the responsibilities of temporary-worker staffing agencies and host employers to protect temporary workers under the federal Control of Hazardous Energy (Lockout/Tagout) standard (29 CFR 1910.147).

Temporary worker introduction

A Joint Responsibility for Temporary Workers

Temporary staffing agencies (or primary employers) and entities who are sent temporary employees (or host employers) may agree that temporary workers are entitled to all the worker protections full-time employees receive, but they may not agree or even know which employer is responsible for ensuring that those protections are implemented.