The basic premise of a medical staffing agency is to find qualified staff and connect them to hospitals. Dealing with what hospitals need and want often places staffing companies in the position of causing problems with human resources and legal issues. Be aware of existing laws and how they affect your State and how they are administered by state and local regulatory agencies in your specific niche. You’ll need to comply with things like what benefits are provided, how you classify your staff and what taxes are due.
Properly Classify Your Staff
It is common practice in the field of staffing to classify employees as independent contractors. One of the main reasons for this is that because of the many requirements set by different states, those requirements often place staffing agencies at the disadvantage of having to pay workers more and having to be liable for taxes owed to the State based on classification. your employees. The Government is also aware that this classification is a “Red Flag” for them, especially self-employed staff according to the Government tend to underreport.
Follow the law
It may be tempting to classify your staff as exceptions so as not to have to pay them overtime. This may be a direct violation of the Fair Labor Standards Act. Therefore, properly classifying your staff and paying them for their overtime work is an important part of complying with labor laws.
Don’t Discriminate
Your agency is not exempt from having to follow various rules and laws that directly relate to who you hire and how you hire them. This is no different from any other business. As with any other business, you cannot discriminate based on gender, age or race. Another regulation that you must comply with is the American with Disabilities Act (ADA). Next, look at what other regulatory bodies are likely to look at are OSHA standards related to that work. Your agency and the staff you employ may qualify for unemployment compensation and you must comply with these laws as an employment agent.
Your agency really has to look at all aspects of what’s being offered, what documents are signed, how to deal with disciplinary staff, and how to fire staff. You need to make sure your contracts are analyzed and protect you and your business if you are sued. Don’t ignore the need to cover your base when starting or growing your business. You may already have a business, but the legal aspects of running an agency cannot be ignored and must be addressed and updated constantly.
Violation of labor laws can be a scary thing if not handled properly with proper agreements, working hours and pay. Your staff are the lifeblood of your organization, treating them equally and fairly is the right thing to do, but protecting your business from legal problems is also your responsibility. Always consult a lawyer for any legal issues related to employment law.