Is a staffing firm responsible for addressing sexual harassment of its temporary employees by non-employees?

The responsibility of a staffing firm in addressing sexual harassment involving its temporary employees extends beyond incidents that occur only between employees. If a temporary employee is harassed by a non-employee, the staffing firm is still obligated to take the complaint seriously and investigate the situation. This aligns with the broader principles of ensuring a safe and respectful workplace for all employees, regardless of their status as temporary or permanent.

In many jurisdictions, staffing firms are recognized as being liable for the work conditions of their temporary employees when they are placed in client companies. This means that the staffing agency must have procedures in place for reporting and addressing complaints of harassment, which may encompass instances where the harasser is not an employee of the firm but affects the safety and well-being of their temporary staff.

Overall, a proactive approach to handling complaints, including those involving non-employees, demonstrates a commitment to maintaining a healthy work environment and can protect the staffing firm legally and ethically.