The OSHA rules state: "Prior to operating a truck in workplace, the EMPLOYER must evaluate the operators performance and determine the operator to be competent to operate a powered industrial truck safely"
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OSHA and Temporary Employees OSHA has issued several letters of interpretation on the subject of training of temporary employees.
1. There could be a shared responsibility for assuring operators are adequately trained.
2. The responsibility for training should be spelled out in contractual agreement between the two parties.
3. The temporary agency may conduct initial general training and evaluation certification.
4. However, the host employer must provide site-specific information and training on the use of the particular types of lift trucks and workplace-related topics that are present in the workplace.
Key Point The Hands On Evaluation is, arguably, a second layer of protection enabling the host employer and the temporary agency a secondary physical means of determining if the candidate has the necessary knowledge, training and experience to operate a forklift safely in the workplace. It becomes apparent quickly during the Hands On Evaluation whether the candidate has actually operated a forklift before. If the candidate fails this portion of the evaluation they should not be placed into service until an adequate training program has been completed.
It's really quite simple. It only makes sense to perform some kind of evaluation of the candidate in the workplace. Would you really let a person operate a forklift just because they wave their hand and say "I can operate a forklift" without ensuring that they actually have some experience. Of course. you wouldn't.
OSHA likes documentation.
2 steps to OSHA forklift safety compliance:
1. The EMPLOYER must certify(document) that the operator has received THE training as described in the standard covering forklift operations. The ropics are specific and simple.
2. The EMPLOYER must provide proof (document) that the operator has had a hands on evaluation that is site-specific and equipment-specific.
Who can conduct the Hands On Evaluation?
OSHA made this part easy - Training and evaluation must performed by a person with knowledge, training and experience to train powered industrial truck operators and evaluate their competence. This means that any reasonably experienced operator ban become the Designated Evaluator for the host employer. Usually, the most experienced person, a supervisor, manager, or Minneapolis temporary staffing agency shift leader, as long as they meet the above criteria.
General requirements for training and evaluation:
Your client's responsibility is clear. Formal safety training and evaluation must be accompanied by a Hands On evaluation to be in full compliance. The staffing agency may conduct formal training. The employer is responsible for the Hands On evaluation and certification. There are programs available to achieve these objectives in an easy to use, and complete format. Visit The Material Handling Dealers Organization - or for more information.
Every organization comes across those times when there is far more work to do than people available. Whether it is because of a pending project, current employee vacation or leave time, or just the ebb and flow of seasonal business, temporary assistance could be the answer.
Temporary staffing solutions can run from a day or two filling in for an ailing clerical staff member, to someone who is needed for a yearlong development project; from a laborer to a C-level management member. In recent years, the IT Temporary Staffing services have grown, remaining one of the strongest segments of the staffing industry.
When your company finds itself in need of experienced technology staff, there are a number of advantages to working with an IT Temporary Staffing Service.
Cost: When you hire a temporary service, they are responsible for all of the costs of recruiting, verifying, and paying for the employees. A Temporary Employee works for the agency, not for your company, therefore the agency is responsible for all costs involved with testing, payroll, workers comp, liability insurance, benefits, training, etc.
Time: Rather than spending time on recruitment and a long series of interviews, your company can concentrate on core aspects of the business. The Temporary Service conducts all of the needed recruitment and assessment, presenting you with only the best qualified for position. There will be less time spent training since the agency has pre-screened the candidate for the necessary skills for the assignment.
If the position is expected to last more than six months, it may be more cost effective to hire a full time employee. However, starting someone as a temporary worker will give you the opportunity to assess other variables and see if this person can fit the full-time requirement. Again, you'll be saving time while having the project proceed.
Flexibility: The flexibility that a temporary IT professional provides allows your company to maintain staffing at optimal levels throughout the year. Utilizing this type of staffing helps avoid under-staffing or over-staffing.
Because Staffing agencies are constantly recruiting candidates, your position can be filled quickly from a qualified pool. The length of the assignment is dependent on the work - when the work is done, the temporary employee is discontinued with no issue on your end.
Liability:
As mentioned before, the temporary employee is an employee of the agency, not your business. Your company is not liable for workman's compensation, professional liability, unemployment claims, etc. That all falls under the purview of the IT Staffing Service.
Expertise:
There are staffing agencies that recruit for a wide variety of positions and industries. Many have certain specialties that would best suit your requirements. It you need a technology expert to assist your organization or project, look to an IT Staffing Service. They will have the largest talent pool to draw on which will give you access to the best and most talented candidate for your position.
If you are still hesitant about hiring temporary staff, consider this. Assistant Professor of Organizational Behavior at the University of Illinois, Joe Broschak, did a study of temporary employees a few years ago. His finding showed that, "On average, these temporary workers displayed better performance relative to goals compared to their full-time counterparts." Should the employee become permanent, Broschak reported that "they continued to become better workers after becoming permanent."