CSA Code of Ethics and Good Practices
As
a condition of membership in the Colorado Staffing Association, each
member pledges its support of, and adherence to, the principles and
practices set forth below. CSA members acknowledge that such compliance
is in the best interests of the staffing services industry, its
customers, and its employees. CSA members agree to always strive:
- To
comply with all laws and regulations applicable to their business, and
to maintain high standards of ethical conduct in the operation of that
business and in their dealings with employees, customers, and
competitors.
- To
treat all applicants and employees with dignity and respect, and to
provide equal employment opportunities, based on bona fide job
qualifications, without regard to race, color, religion, national
origin, sex, age, disability, or any basis prohibited by applicable law.
- To maintain high standards of integrity in all advertising, and to assign the best qualified employees to fill customers’ needs.
- To
determine the experience and qualifications of applicants and employees
as the staffing firm deems appropriate to the circumstances, or as may
be required by law.
- To
explain to employees prior to assignment their wage rate, applicable
benefits, hours of work, and other assignment conditions—and to promptly
pay any wages and benefits due in accordance with the terms of their
employment and applicable legal requirements.
- To encourage employee efforts to upgrade their skills.
- To
satisfy all applicable employer obligations, including payment of the
employer’s share of social security, state and federal unemployment
insurance taxes, and workers’ compensation—and to explain to employees
that the staffing firm is responsible for such obligations.
- To
ascertain that employees are assigned to work sites that are safe, that
they understand the nature of the work the customer has called for and
can perform such work without injury to themselves or others, and that
they receive any personal safety training and equipment that may be
required.
- To
take prompt action to address employee questions, concerns, or
complaints regarding unsafe work conditions, discrimination, or any
other matter involving the terms and conditions of their employment.
- To
confirm their temporary employees’ periods of service upon request by a
subsequent employer and with the consent of the employee.
- To
observe the following guidelines to ensure an orderly transition when
taking over an account being serviced by another staffing firm:
- The
outgoing firm and its employees should, whenever feasible, be given
reasonable prior notice that the account is being transferred.
- Assigned
employees of the outgoing firm should, whenever feasible, be allowed to
continue working on the payroll of the outgoing firm for some
reasonable transition period; thereafter, they should be given the
choice of accepting an assignment with another customer of the outgoing
firm if one is available, or applying to stay on their current
assignment with the new staffing firm.
These
guidelines are subject to enforceable contracts between staffing firms
and their customers, employees, and other parties, and are not intended
to prohibit or discourage any other provisions or arrangements,
agreeable to the parties, that achieve an orderly transfer of accounts.
CSA members are encouraged, whenever feasible, to specifically address
the terms and conditions relating to the transfer of accounts in written
agreements with their customers.
CSA Code of Ethics and Good Practices for Day Labor Services
Recognizing
that staffing firms that provide construction and other types of day
labor services make an important and unique contribution to the
communities they serve by providing employment for those who need
temporary work, and further recognizing that their employees and
prospective employees deserve to be treated with respect, fairness, and
dignity, the Colorado Staffing Association has established this Code of
Ethics and Good Practices applicable to day labor services. For the
purposes of this code, “day labor” means work that is occasional or
irregular, and where the individuals seeking work report voluntarily to a
central location and are assigned to customer job sites as work becomes
available. Individuals generally are assigned to work, and are paid, on
a daily basis.
As
a condition of membership, each firm providing day labor services
pledges its support of and adherence to this code and to the general
code of ethics and good practices applicable to all Colorado Staffing
Association members. Each member providing such services agrees to
always strive
- To
comply with all laws and regulations applicable to its business, and to
maintain high standards of ethical conduct in the operation of that
business and in its dealings with employees, customers, and competitors.
- To
treat all applicants and employees with dignity and respect, and to
provide equal employment opportunities, based on bona fide job
qualifications, without regard to race, color, religion, national
origin, sex, age, disability, or any basis prohibited by applicable law.
- To maintain high standards of integrity in all advertising and to assign qualified employees to fill customers’ needs.
- To
determine the experience and qualifications of applicants and employees
as the staffing firm deems appropriate to the circumstances, or as may
be required by law.
- To
explain to employees prior to assignment their wage rate, applicable
benefits, hours of work, and other assignment conditions—and to promptly
pay any wages and benefits due in accordance with the terms of their
employment and applicable legal requirements.
- To
ascertain that employees are assigned to work sites that are safe, that
they understand the nature of the work the customer has called for and
can perform such work without injury to themselves or others, and that
they receive any personal safety training and equipment that may be
required.
- To
take prompt action to address employee questions, concerns, or
complaints regarding unsafe work conditions, discrimination, or any
other matter involving the terms and conditions of their employment.
- With respect to the procedures to be followed in dispatching:
- To
promptly advise individuals remaining in the dispatching office when it
appears likely that no further customer orders will be received.
- To
pay employees a pre-stated minimum amount if they report punctually to a
designated customer ready and able for work and the customer does not
utilize their services.
- To
keep the dispatching office and the immediate surroundings clean and
well lighted and to provide adequate restroom facilities for workers
waiting to be dispatched.
- To
pay wages only by negotiable check or in cash or cash equivalents, and
to give employees an itemized statement of gross earnings, advances,
deductions, and net earnings for each pay period.
- To
pay wages at the staffing firm office or by mail to the employee’s
mailing address. Other arrangements may be made at the request of the
employee.
- To advise workers that they are not required to use staffing firm—supplied transportation, if any, to the customer job site.
- To
confirm their temporary employees’ periods of service upon request by a
subsequent employer and with the consent of the employee.