1. Do not train your contingent workers. Ask their agency (employer)
to handle training.
2. Do not negotiate the pay rate of your contingent workers. The
agency should set pay, as well as handle all communication regarding
raises for the worker.
3. Do not coach or counsel a contingent worker on his/her job performance.
Call their agency and request that they do so, and tell them why
it is necessary.
4. Do not negotiate a contingent worker's vacations or personal
time off. Direct them to their agency, which should then call you
regarding coverage prior to approving.
5. Do not routinely include contingent workers in your company's
employee functions. When their attendance is necessary, ask the
agency to pay a reasonable fee to cover food, etc. For recognition
events, the agency should be present and offer any award, bonus,
or recognition directly to their workers.
6. Do not allow contingent workers to utilize facilities intended
for employees -- such as company gyms/spas/company stores, etc.,
without special corporate-wide rules being established regarding
eligibility, dues, etc. (contact your legal or HR department).
7. Do not issue company business cards, nameplates or employee
badges to contingent workers. Issuance of any of the above should
be done with approval of your legal/HR departments, and should clearly
differentiate the status of the worker as contingent.
8. Do not discuss harassment or discrimination issues with contingent
workers. As soon as you are aware of such an issue, you should pass
the issue to both the agency representative and your own HR department
for resolution.
9. Do not discuss job opportunities and the contingent worker's
suitability for such directly. Refer the worker to publicly available
job postings. Should a "temp to hire" opportunity exist for this
worker, contact their agency with details and ask the agency to
approach the worker.
10. Do not terminate a contingent worker directly; contact their
agency to do so.
Back to article.
