['Training', 'Safety and Health Programs and Training', 'Contingent Workforce']
['Safety and Health Programs and Training', 'Temporary Employees', 'OSHA Outreach Training', 'Training']
06/04/2024
Copyright 2024 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
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A company typically contacts an agency to hire temporary employees. The temporary workers usually have a continuing relationship with the agency as they move from job to job. The agency is aware of the type of work that the temporary employee is performing and should also have a general idea of the types of hazards encountered there. The company who hires the temporary worker usually provides the day-to-day job assignments and supervision, and is aware of the worksite-specific hazards that the temporary employee will be exposed to.
There is a shared responsibility between the temporary agency and the client employer to make sure that the temporary worker has received adequate safety training. The contract between the agency and the client company should be used as a tool to clarify how required training will be provided. Any agency-supplied training should be evaluated by the client employer to make sure it is appropriate.
The temporary agency should take the responsibility for providing basic safety training to the extent that it can without knowing the specific hazards. This basic training will familiarize the worker with training requirements.
The client employer should have a clear idea of the jobs that will be assigned to the temporary employee and identify the hazards involved. The hazards will indicate the need for training. If exposure monitoring or medical surveillance is required to identify or control the hazard, the client employer needs to provide it.
Examples of the types of site-specific training that would be needed by typical temporary workers could include:
- Hazard communication.
- Emergency evacuation and reporting emergencies.
- Lockout/tagout.
- Personal protective equipment.
- Hearing protection.
- Process safety management.
- Portable fire extinguishers.
There may be situations where a short-term job would require specialized safety training that goes beyond what the client employer would be able to readily provide a temporary worker. An example would be repairing the inside of a process tank where the worker would need training and equipment for confined space entry, respiratory protection, lockout/tagout, and welding safety. In this case, the company would need to turn the job over to a contractor who would be responsible for supervising, training, and equipping his own crew. Even in cases where contractors are running the job, the client employer still has the responsibility of keeping the contractor informed about site-specific hazards that could affect the contract employees.
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['Training', 'Safety and Health Programs and Training', 'Contingent Workforce']
['Safety and Health Programs and Training', 'Temporary Employees', 'OSHA Outreach Training', 'Training']
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Copyright 2024 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.