In June 2020 the Employment relations “Triangular Employment Bill” will take effect. The purpose of it is that it aims to strengthen the rights of labour-hire employees, and creates obligations and potential liability for organisations that engage workers from labour-hire, without actually employing them.
This quick guide is to assist you in meeting these obligations whilst still allowing you to manage your workflow through the use of a temporary workforce from OneStaff.
What is OneStaff responsible for?
As the employer of the temporary worker, OneStaff are responsible for:
- Recruiting suitable staff for the client, ensuring each worker has met the minimum requirements to be employed by OneStaff
- Giving instruction on assignment details EG expected start and finish dates, tasks required, induction process, timekeeping process
- Communicating any assignment ending details
- Paying temporary workers their wages, including entitlements such as annual, sick, bereavement, domestic and statutory leave
- Conducting any disciplinary or performance management process
- Managing day to day employment issues
- Investigating incident events and assisting in injury rehabilitation as appropriate
What are you as the client responsible for?
- Ensuring adequate induction, training, instruction and supervision of the assignment for temporary workers
- Providing temporary workers with a hazard controlled environment
- Giving daily work task direction to temporary workers
- Notifying OneStaff if there is to be any change to agreed tasks
- Authorising hours worked
- Notifying OneStaff of any absence
- Notifying OneStaff of any performance or disciplinary issues so they can manage it
- Involving temporary workers in team meetings IE toolbox talks etc.
To ensure the employment relationship is kept transparent for all parties, it is essential as a client that you do not make any employment representations to the temporary workers such as:
- End any temporary assignment directly with the worker
- Attend to any disciplinary or performance management concerns
- Provide employment references for the temporary worker
- Accept notification of leave requests – these should be directed to OneStaff
- Indicate on timesheet statutory entitlement – only advise actual hours worked, OneStaff will ascertain entitlement
- Make offers or suggestions of permanent work opportunities to the temporary worker
While this new law will provide its challenges, you can be assured OneStaff will work alongside you to ensure best practice is implemented and all employees are treated fairly as they should be.
For more information call your client manager on 0800 1 STAFF
