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Contingent talent consists of temporary workers who supplement a core or full-time long-term workforce. Co-employment occurs when two employers have substantial and simultaneous control over a worker. Contingent workers typically fall into this category since the staffing agency would control payment and benefits while the client would be overseeing issues like direct supervision of the work and site safety. It’s important to understand what individual, shared, and overlapping areas of responsibility exist in your contingent staffing arrangement.

The IRS considers these to be two distinct categories of worker. A W-2 employee can be directed as to how work is to be done, be provided with training, equipment, and tools, and have their hours and schedule set by the employer. A 1099 worker or independent contractor is responsible for completing the agreed upon work, but the client does not have the authority to require them to perform the work in a particular way or during specific hours.

For urgent safety issues or situations that pose an immediate threat, speaking directly to the supervisor or manager on site is the best first step. We also want to know right away about any HR or safety issues that arise so we can take appropriate steps to remedy the situation and protect our people. Please notify your primary contact at Total. You should also complete the accident reporting form to document any accident at work.