Who has the obligation to investigate complaints of sexual harassment in staffing firms?

The obligation to investigate complaints of sexual harassment primarily falls to the staffing firm because it is responsible for the employees it places at client companies. Staffing firms maintain an employer-employee relationship with their workers, granting them the duty to ensure a safe and non-discriminatory work environment. This includes addressing any complaints of harassment, as part of their responsibility to uphold labor laws and policies regarding workplace conduct.

While client companies play a significant role in managing the work environment and might have policies in place to address harassment, the staffing firm retains the ultimate responsibility for the employees it places. This distinction is crucial in understanding how liability and accountability are structured in the staffing industry.

In some instances, both the staffing firm and the client company may need to collaborate on investigations, especially when issues occur on the client’s premises. However, the primary obligation rests with the staffing firm to take the lead in investigating such complaints and implement corrective actions as necessary.