They work for a limited time or sporadically. While they are on the job, however, the company leasing these workers is responsible for supervision and control. Contract firms are the second class of temporary-help agencies. Such businesses put employees out on others' business premises, but the contract firm sends its own managers along to supervise and control the work. Janitorial and security services are typical contract suppliers of temporary help.
New guidelines describe what happens when a contingent worker makes a discrimination claim.
Such a claim may stem from Title VII of the Civil Rights Act of 1964, which prohibits discrimination because of race, color, creed, gender, and national origin. Other laws enforced by the EEOC and affected by the EEOC's guidance statement include the Equal Pay Act, age-discrimination statutes, and the Americans with Disabilities Act. Bear in mind that the EEOC guidelines are instructions to the agency's investigators. They tell agency staff how to operate when someone files a charge of harassment and discrimination. Holding a company responsible for Title VII discrimination, for example, requires that the business have15 employees, including temporary people.