Introduction
Many employers use temp agencies or staffing firms to provide workers to meet temporary or seasonal labor needs. When one of these workers has a disability and needs an accommodation, the employer and the temp agency/staffing firm must decide who is responsible for providing the accommodation. The answer depends on whether the worker is an “employee” as defined under federal law. It is possible that a worker could be an employee of both the employer and the temp agency/staffing firm. The following publications provide information to help make this determination:
- Application of the ADA to Contingent Workers Placed by Temporary Agencies and Other Staffing Firms
- Application of EEO Laws to Contingent Workers Placed by Temporary Agencies and Other Staffing Firms
Situations and Solutions:
The following situations and solutions are real-life examples of accommodations that were made by JAN customers. Because accommodations are made on a case-by-case basis, these examples may not be effective for every workplace but give you an idea about the types of accommodations that are possible.
JAN Publications & Articles regarding Contingent Workers
Articles
Blog Posts
- No Blog Posts available for Contingent Workers