When placing an order to fill a temporary assignment, be specific about the need, the skills required, and the length of the need. Verify the job class being used, the skill code (located on the billing rate sheet), and the bill rate, as well.
Ensure that work orders for temporary service workers accurately reflect the appropriate job class. If there is uncertainty, please work with Human Resources. Document that an order to fill a temporary assignment was placed including the basis of the request (i.e. medical leave for ___, sick leave coverage for ___, training relief for ___ etc.)
If the temporary agency refers an employee that has just completed a 90 day assignment in a Department, the Department can only rehire that person if the new assignment is a different job class. However, that worker can be hired by a different Department in the same job class as the assignment the worker just completed.
The temporary agency will conduct a background check on any person(s) assigned to work at the County. Background checks are an additional charge.
Ensure the temporary service firm is given the date, time, and location of the assignment and provide the name of the person to whom the temporary employee should report to.
Ensure that employees are provided a suitable work place, appropriate health and safety information and equipment, and are properly supervised. Immediately notify the temporary firm in writing of any asserted claim of bodily injury or property damage involving their employees.
Verify that time records submitted by the temporary agency reflect the correct job class and times worked.
Contact your department’s Human Resources Recruitment and Classification Analyst regarding any question related to temporary service employment and contracts.
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