Civil rights, workplace safety and collective bargaining are a few examples. In non-benefits areas, limiting assignments to a specified time period won t necessarily protect the company from liability. In some cases, it s possible that a company could be considered to be an employer from day one. This hasn t been a big concern to organizations since the staffing firm takes care of obligations such as paying the workers wages. A company can protect itself in other areas, such as civil rights and workplace safety, by putting procedures and safeguards in place to minimize liability.
Time limits aren t the solution.
Time limits don t provide blanket protection under most labor and employment laws such as EEO and wage and hour. While time limits may avoid liability in the benefits area, it isn t a good solution for businesses that need long-term staffing help. By carefully managing staffing to minimize contacts with staffing-firm employees, coupled with properly drafted benefit plans and employee waivers, companies should be able to limit their liability in the benefits area as effectively as they have in other areas of the law.