According to the EEOC, who is considered the employer of a temporary employee?

The correct understanding is that both the staffing firm and the client are considered employers of a temporary employee according to the Equal Employment Opportunity Commission (EEOC). This is significant because it reflects the legal responsibilities and obligations that both parties share regarding the treatment and rights of temporary employees.

When a staffing firm supplies temporary workers to a client, both the staffing agency and the client are engaged in the employment relationship. The staffing firm is responsible for payroll, benefits, and compliance with labor laws, while the client directs the work and has control over job performance and expectations. This dual-employer status is crucial in matters such as legal liability for workplace discrimination or harassment claims, as both entities can be held accountable.

The notion that nobody is considered the employer reflects a misunderstanding of employment relationships in the context of temporary staffing arrangements, as there are clear legal definitions that allocate responsibilities to both the staffing agency and the client.