There are a number of factors that go into developing an employee liability quote for your staffing agency, including the number of employees, the turnover rate and any prior lawsuits. Another factor is whether you have adopted best practices in employment procedures developed in response to a number of employment laws.
Employers big and small must ensure they know and follow laws focused on protecting employees. They also protect potential employees, who are being considered for a job. These laws were developed to prevent discrimination based on a person’s sex, race, age, disability, citizenship, credit rating or bankruptcy history. They include:
- Equal Pay Act
- Civil Rights Act
- Americans with Disabilities Act
- Equal Employment Opportunity Act
- Immigration Reform and Control Act
- Age Discrimination in Employment Act
In response to these laws, businesses have developed a set of best practices aimed at lessening their employee liability. Best practices include regular reviews of employee performance, documentation of any actions or complaints, clearly defined standards and several other policies.
Know Your Liability
If you own a staffing company, employee liability includes both regular, full-time employees of your own, and a shared responsibility for temporary employees assigned to a third-party company. For help understanding and implementing employment best practices, contact an insurance company that specializes in this arena and its unique risks.