Companies have liability to temporary workers

The EEOC in December 1997 came out with new enforcement guidance on contingent, or temporary, workers who are employed by temporary employment or contract firms, but are controlled at work in whole or in part by the clients of those firms. The EEOC believes that over 2.3 million persons are employed...

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Bibliographic Details
Published inSupervision (Burlington) Vol. 59; no. 5; p. 20
Main Author Zachary, Mary-Kathryn
Format Magazine Article
LanguageEnglish
Published Burlington National Research Bureau 01.05.1998
Subjects
Americans with Disabilities Act 1990-US
Civil rights
Employees
Employment discrimination
Federal court decisions
Federal legislation
Garage sales
Labor policy
Laws, regulations and rules
Liability
Punitive damages
State court decisions
Temporary employees
Temporary employment
Terminations
Welfare
Workers
Workers with disabilities
United States > US
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Summary:The EEOC in December 1997 came out with new enforcement guidance on contingent, or temporary, workers who are employed by temporary employment or contract firms, but are controlled at work in whole or in part by the clients of those firms. The EEOC believes that over 2.3 million persons are employed by the temporary help industry, but companies remain to some extent uninformed about the extent of their potential liability to those workers and assume the temporary agency is responsible for its workers. Companies that are subject to the various federal employment discrimination laws are liable for discrimination suffered by temporary employees and welfare-to-work employees assigned to them. Two cases involving the termination of employees are discussed (Kariotis v. Navistar International Transportation Corp. and Gibson v. Philip Morris Inc.).
ISSN:0039-5854
2150-556X