Confusing and numerous state and federal regulations are a surefire way to spend valuable time trying to figure out how your staffing company should comply with all these rules.
Workers compensation and discrimination laws can trip up a staffing company in our very litigious country/work environment, causing a staffing owner to spend valuable time and financial resources cleaning up legal messes that a client creates with one of your temp employees. If your client discriminates against one of your temporary employees, your staffing firm is also potentially liable, unless you use a PEO.
Workers’ comp also differs from state to state and can create a jam if you have temporary employees in multiple states. Many direct carrier policies and ALL State Fund policies will not allow you to expand into other states to better service your large clients. Our PEO’s service 48 States. It’s also worth noting that some cities and counties have their own rules, in particular, reporting requirements for wages. This makes it even more confusing to the staffing owner who wants to stay in compliance with all the labor laws
Professional Employer Organizations can unravel the tangled web of workers’ compensation laws, IRS requirements and EEOC guidance, protecting staffing firms against actions by their clients.
Visit our web site at www.StaffingCompSolutions.com, call us at 202-302-1212, or email us at david@StaffingCompSolutions.com for more information about all our staffing and workers’ comp offerings.
Sincerely
David Schek
President
StaffingCompSolutions.com