Injuries to workers who are not regular employees can raise liability issues. In 2013, OSHA launched a program still relatively unknown among most employers called the Temporary Worker Initiative (TWI.) The purpose of the TWI is to increase OSHA's focus on temporary workers in order to highlight employers' responsibilities to ensure these workers are protected from workplace hazards. While employers want to avoid workplace injuries all together, the challenges raised by temporary and seasonal workers can be very different from those of full-time, regular statues employees. Also it is crucial to remember safety doesn't just affect one person, it affects all, as one person working unsafely doesn't just jeopardize themselves, they jeopardize all those around them.
Objectives of the Presentation
Why Should you Attend
- Laws pertaining to temporary or seasonal status workers
- Recommended safety best practices
- Compliance guidance reflecting OSHA's Temporary Workers Initiative
- Deciding between leasing vs. hiring seasonal employees
- The importance of training seasonal employees
- Developing an end of season termination plan
- Responsibilities to contractors
HR departments should make sure that policies and procedures for temporary and seasonal workers are included in employee handbooks. Employers also now have obligation to meet the requirements of the TWI. As with all other areas of HR, clear communication of policy, including training of supervisors and managers is critical and that includes employee relations.
Employers need to keep in mind that most labor laws, including those that cover harassment, discrimination, as well as workplace health and safety often apply to temporary, seasonal employees and even those whom employers call "1099ers" or contractors.
Having experienced resources that can provide you with the latest information on regulatory moves and industry trends with these types of workers is always helpful. This training will help you with how to deal with safety and workers compensation for temporary and seasonal employees and what obligations you must extend to "contractors."
Who will Benefit
- Laws that cover harassment, discrimination and workplace health and safety that applies to temporary or seasonal workers and even contractors
- Benefits required by law to temporary or seasonal workers
- Other considerations for temporary or seasonal workers and contractors
- What action to take when an accident or injury does occur to temporary, seasonal or contractor workers
- HR professionals
- Internal and external auditors
- Risk managers
- Compliance managers
- Line managers
- Operations managers
Temporary, seasonal and contract workers are important to your business' success. Such employment statuses allow a business to have a flexible workforce capable of adapting to changing business conditions. However, those temporary or intermittent employment and/or business relationships come with obligations too.