August 3, 2020

Volume X, Number 216

August 03, 2020

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Who’s Responsible for Providing Disability-Related Workplace Accommodations to Temporary Employees?

Many businesses use temporary workers placed by staffing agencies. But who is responsible when a temporary worker requests a disability accommodation?  The staffing agency and the business could both be responsible if they are acting as “joint employers” under the Americans with Disabilities Act (ADA).

Staffing agencies commonly “employ” temporary workers: hire the workers, pay wages, provide any benefits, withhold taxes, pay employer taxes, etc.  The company or “worksite employer” often directs how and when the work is performed, supervises the workers, and expects the workers to comply with company policies and procedures.  In this situation, the staffing agency and the worksite employer are considered joint employers under the ADA, and both are responsible for ADA compliance.

Consider this scenario: Temporary worker Bob is an employee of ABC Staffing Company. Bob is placed with XYZ & Associates as a temporary office clerk.  ABC pays Bob and provides his medical insurance and other employee benefits.  XYZ sets Bob’s schedule, assigns him a supervisor, trains him on how to perform his job duties, and expects him to abide by its employee policies.  On his first day on the job, Bob asks his XYZ supervisor for a $250 “stand and sit” desk due to a chronic back condition, and provides supporting medical documentation.  XYZ alerts ABC to Bob’s request.  The placement contract between ABC and XYZ is silent on this topic.

Here, ABC and XYZ are each independently responsible for providing Bob with a reasonable accommodation, absent an undue hardship. Because a $250 expense is not at all likely to support a hardship argument, Bob’s accommodation should be granted.  As a best practice, ABC and XYZ should consider collaborating together to meet their ADA obligations.

The EEOC addressed this issue in an enforcement guidance on the application of the ADA to temporary and other contingent workers.  As noted by the EEOC, it may be beneficial to all parties if the handling and costs of disability-related accommodations for temporary workers are addressed in the contract between the staffing agency and worksite employer.  This enforcement guidance also provides helpful information about other ADA nuances unique to temporary workers.

Jackson Lewis P.C. © 2020National Law Review, Volume VII, Number 206


About this Author

Joanne Lambert, Jackson Lewis Law Firm, Employment Litigation Attorney

Joanne Braddock Lambert is a Principal in the Orlando, Florida, office of Jackson Lewis P.C. Her practice focuses on representing management in employment litigation before state and federal courts and administrative agencies, as well as counseling management regarding ongoing employment and labor matters.

Ms. Lambert is a frequent speaker on a variety of employment law topics and conducts compliance training for management on discrimination, harassment, and managing employee leaves of absence under the Family and Medical...