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Principles of Fair Conduct
for Temp Agencies

 

Advertising/Information
Advertisements and information given temporary workers accurately describe in writing the position(s) and benefits.

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Treatment by the Agency
All applicants and employees are treated courteously, with dignity and respect.   Qualified counselor informs applicants if they lack the necessary qualifications and advises them of ways to improve their skills and qualifications.

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Applicants are not asked about family income, health, marital status, or other inappropriate or illegal questions.

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Applicants are not given or refused assignments based on gender, race, age, national origin, religion, sexual orientation, size, or physical ability.

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Job Description
The agency provides a written job description before each new assignment detailing:  (1)  the name of the supervisor and place to report;  (2)   the hours, days, wages, holiday schedule, and anticipated duration;  (3)   tasks to be performed and any training required.

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Any changes will be reflected in an updated agreement.

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Once an assignment is made, the temporary agency makes sure that actual duties match job descriptions and responds promptly to any inquiries or problems.

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Orientation and Training
Adequate on-site orientation and training are provided for each assignment.

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If the job calls for safety equipment, the temporary worker receivs comparable equipment to that of permanent employees at the same job site.

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The agency does not require workers to pay for safety equipment, tests, or training required for an assignment nor deduct such costs from their pay.

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The agency provides worker information about state and federal employment laws and what to do if they experience discrimination or a health and safety violation at a client company.  The agency makes clear its responsibility to act on behalf of the worker in such an instance.

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Benefits
The agency provides group rate health insurance, vacation, and holidays to workers after 90 days, with clear disclosure of hours and premium requiremments, and percentage of eligible temps who actually use insurance plan.

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Moving to Permanent Jobs
The agency does not require temp workers to register with only one agency or prohibit temp workers from accepting a job directly with a client company.

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The agency will not require client companies to pay an additional fee for hiring a temporary employee as a permanent employee.

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The agency will make known the percentage of long-term placements and rate of conversion to permanent jobs, including at specific clients.

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The agency alloows time off for interviews, provides references promptly on request, and won't discriminate in assignments for temps looking for permanent work.

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Turning Down Assignments / Unemployment
The agency will not use a different standard for contesting unemployment than that for direct hires.  At minimum, the agency does not deny appropriate assignments; place a person on the "ineligible" list or oppose a request for unemployment because the worker has:

Filed for workers' compensation or unemployment insurance

Complained about bad working conditions

Needed to take leave for health or family reasons
** travel time/distance
** insufficient notice
** hours incompatible with available child care arrangements
** dangerous working conditions or exposure to hazardous materials
** too short an assignment
** experience with discriminatory or disrespectful treatment at the worksite
** pay lower than currently earned
** refusal to serve as a replacement worker during a strike

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Notice / Penalties
While encouraging advance notice wherever possible, the agency does not fine workers who leave an assignment without written notice or who are unable to give advance notice for missing a day's work.

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The agency requests that client firms give written notification if the assignment is going to last less time than the the worker was originally told.  If the job is to be extended beyond the anticipated duration, the worker may decline without reprisal.

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Relationship to Unions
When a union contract is in effect at a client site, the worker may join in accordance with the collective bargaining agreement and union by-laws.  The agency does not supply "new" temps to avoid this provision.

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If a union organizing effort is underway under National Labor Board regulations, the temporary agency takes a neutral position.

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Working With Welfare-to-Work Participants
The agency will not help displace existing workers with welfare participants and will pay wages and benefits comparable to those of other temps in similar jobs.

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Agency will make public contracts, placement, pay, and retention figures.

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Agency  		
NJ Registration #	
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