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<\/figure>\nEveryone has New Year\u2019s Resolutions. Except me. My wife asks me every year, and every year I politely decline. She doesn\u2019t like when I do that.<\/p>\n
Some people pledge to lose weight, to get skinnier. This post is about getting skinny with your handbook for 2025\u2014just for temps.<\/p>\n
Do you provide your employee handbook to staffing agency temps? Should you?<\/p>\n
Generally, I would say no, you should not. The handbook is filled with information about benefits that apply only to your direct employees, not temps. The handbook also probably directs and controls what your workers do, in ways that could make you a joint employer.<\/p>\n
Instead, consider rolling out a skinny handbook just for temps.<\/p>\n
There are a few polices that should apply to staffing agency temps, and it\u2019s to your benefit to make clear\u2014in writing\u2014 that these policies apply. It can be about 6-8 pages. That\u2019s all you need.<\/p>\n
Outline for Handbook for Temps<\/span><\/strong><\/p>\n 1) Equal Employment Opportunity<\/p>\n 2) Site Safety<\/p>\n That\u2019s it. You can include a welcome message too if you\u2019d like. Maybe add a call-off procedure. Check whether references to \u201cemployees\u201d should be changed to \u201cworkers\u201d or something similar that doesn\u2019t sound like you are conceding joint employer status.<\/p>\n Creating a skinny handbook for temps should take no more than 2-3 hours. If you want to start the year with a quick accomplishment that will add value, this is a good one. And you can even claim it as your New Year\u2019s Resolution.<\/p>\n \u00a9 2024 Todd Lebowitz, posted on WhoIsMyEmployee.com, Exploring Issues of Independent Contractor Misclassification and Joint Employment. All rights reserved.<\/em><\/p>\n \u00a0<\/p>\n<\/p><\/div>\n\n
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