Safety and Workers Compensation for Temporary and Seasonal Employees

Duration: 60 Minutes
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No matter what time of the year it is, many employers use seasonal, temporary and contract workers. These workers fill an essential role, but they come with their own risks and issues especially when dealing with on-the-job injuries and workers' compensation claims. Seasonal, temporary and contract workers can even experience or cause employee relations issues.
Safety and Workers Compensation
Instructor: Teri Morning
Product ID: 507801
Injuries to workers who are not regular employees can raise liability issues. In 2013, OSHA launched a program still relatively unknown among most employers called the Temporary Worker Initiative (TWI.) The purpose of the TWI is to increase OSHA's focus on temporary workers in order to highlight employers' responsibilities to ensure these workers are protected from workplace hazards. While employers want to avoid workplace injuries all together, the challenges raised by temporary and seasonal workers can be very different from those of full-time, regular statues employees. Also it is crucial to remember safety doesn't just affect one person, it affects all, as one person working unsafely doesn't just jeopardize themselves, they jeopardize all those around them.

Objectives of the Presentation
  • Laws pertaining to temporary or seasonal status workers
  • Recommended safety best practices
  • Compliance guidance reflecting OSHA's Temporary Workers Initiative
  • Deciding between leasing vs. hiring seasonal employees
  • The importance of training seasonal employees
  • Developing an end of season termination plan
  • Responsibilities to contractors
Why Should you Attend
HR departments should make sure that policies and procedures for temporary and seasonal workers are included in employee handbooks. Employers also now have obligation to meet the requirements of the TWI. As with all other areas of HR, clear communication of policy, including training of supervisors and managers is critical and that includes employee relations.

Employers need to keep in mind that most labor laws, including those that cover harassment, discrimination, as well as workplace health and safety often apply to temporary, seasonal employees and even those whom employers call "1099ers" or contractors.

Having experienced resources that can provide you with the latest information on regulatory moves and industry trends with these types of workers is always helpful. This training will help you with how to deal with safety and workers compensation for temporary and seasonal employees and what obligations you must extend to "contractors."

Areas Covered
  • Laws that cover harassment, discrimination and workplace health and safety that applies to temporary or seasonal workers and even contractors
  • Benefits required by law to temporary or seasonal workers
  • Other considerations for temporary or seasonal workers and contractors
  • What action to take when an accident or injury does occur to temporary, seasonal or contractor workers
Who will Benefit
  • HR professionals
  • Internal and external auditors
  • CFOs
  • Risk managers
  • Compliance managers
  • Line managers
  • Operations managers
Topic Background
Temporary, seasonal and contract workers are important to your business' success. Such employment statuses allow a business to have a flexible workforce capable of adapting to changing business conditions. However, those temporary or intermittent employment and/or business relationships come with obligations too.
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  • Presentation handouts in downloadable PDF format will be updated on your OCP Account within 24 hours of the purchase of the product
  • Download the Certificate of Attendance and Purchase Invoice from your OCP Account after 48 hours of the product Purchase
  • Please share your valuable Feedback at the end of the session
Instructor Profile:
  • Teri Morning, MBA, MS, SHRM-SCP specializes in solving company "people problems."
  • Teri is the founder and a principal partner in HindsightHR - employee investigation and incident case management software. www.hindsightcloud.com
  • Teri also sources software solutions for compensation and performance management.
  • Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
  • Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
  • In addition to a MBA, Teri has a Master's degree in Human Resource Development with a specialization in Conflict Management.
  • Teri was certified by the State of Indiana in mediation skills, Teri is certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.

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