SIX (6) TIPS WHEN NEGOTIATING YOUR NEXT CONTRACT WITH A TEMPORARY STAFFING COMPANY.
Well qualified technicians are becoming more and more scarce, and many of you are turning to temporary staffing companies to fill you short term and longer-term technical staffing needs. Here are six (6) tips when you are negotiating your next contract with a temporary staffing company:
1. The temporary staffing company should, at a minimum, perform criminal background and motor vehicle record checks on each temporary employee referred to you, and provide you a report of the results.
2. The temporary staffing company should, at a minimum, provide you with proof that each temporary employee referred to you has OSHA-10 Certification.
3. Each temporary employee who is referred to you should agree to sign a confidentiality agreement with your company (to protect your confidential information, and that of your customers) and a non-solicitation agreement with your company (to protect you from the temporary employee soliciting your customers for his own benefit, or the benefit of another company).
4. Negotiate and agree up-front the right to hire a temporary employee as a full-time employee of your company, and the related “finder’s fee” to be paid by you to the temporary employment company.
5. Secure indemnity from the temporary employment company in the event your company is sued by a customer or any third party arising from any negligence or other wrongdoing of the temporary employee.
6. Check your insurance to be sure you are covered in the event your company is sued by a customer or any third party arising from any negligence or other wrongdoing of the temporary employee.
MICHAEL J. REVNESS, ESQ., is the founder of AlarmLegal.com, and a founding partner at the law firm of KURTZ & REVNESS, P.C. Please contact me at email@example.com (or 610-688-2855) if I can be of assistance with negotiating a temporary staffing contract, security alarm contracts, the purchase or sale of security alarm accounts, or other related security industry legal services.
This article is for information purposes only and does not constitute, and should not be relied upon as, legal advice.