Temporary staffing workers often find themselves in a weird situation when working for companies. Ultimately, many are looking for full-time work while also attempting to balance doing an excellent job for the person who contracted them. It can also be strange for your client when they staff them.
Staffing is often a balancing act. While recruiters are working to fill positions efficiently, they’re also looking for ways to help top-tier candidates meet their full potential. Achieving these goals might seem like a struggle, but transitioning an employee to a new role offers a viable solution. Employers can place employees in contract positions to eventually convert them to full-time roles. If you’re wondering how to convert from contract to full-time employees, though, there are a few essential steps that your clients need to follow.
How to Utilize a Plan for Temporary Staffing Workers
Consider the following tips to minimize staffing employment practices liability.
Employers Need Staffing Employment Practices Liability
Hiring a contract employee for a full-time position can offer many advantages to a company. Because a contract employee has already gained work experience at the company, they’ll be ready to hit the ground running when it comes time to adopt full-time responsibilities. Employers must remember, though, that there are liabilities that may emerge during the conversion process. A staffing employment practices liability insurance policy can minimize these liabilities and give companies the tools to recruit confidently.
Companies Should Develop a Strategy for New Hires
Employers should also remember that many liabilities can crop up when a contract employee is learning the responsibilities of their new, full-time position. Transitioning an employee to a new role often comes with challenges, and in this case, an employee may struggle to adapt to additional responsibilities and expectations. It’s essential, then, for a company to develop a training plan that specifically addresses these issues. Anticipating and preparing for challenges can give your clients an advantage when transitioning employees’ roles.
Businesses Should Always Invest in Promising Talent
Of course, transitioning a contract employee to a full-time employee can come with risks, but those risks shouldn’t dissuade your clients from investing in promising talent. If a contract employee shows a commitment to their position and a willingness to learn, it’s essential to allow these employees to grow. Passing over promising employees is a big mistake and can leave a company without the high-quality staff they need.
Staffing Employment Practices Liability Can Minimize Risk
Staffing employment practices liability can emerge no matter what status an employee has. If an employee only works on a contract basis, this can incur vicarious liability through the staffing agency that hires the employee. Similarly, liability emerges throughout this hiring process if an employee transitions to a permanent, full-time role. Ultimately, employers must invest in insurance coverage that shields their company from employment-related risks. Regardless of the position they are hiring for, or what role an employee takes on, it is true.
About World Wide Specialty Programs
For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (877) 256-0468 to speak with one of our representatives.