The hardest staffing files are usually visibility problems.
The worker's duties changed
Show the approved assignment, the actual work performed, who could change it, and how the agency discovers or stops prohibited duties.
One client drives the loss story
Separate payroll, headcount, duties, locations, incidents, and corrective actions by client instead of presenting one blended staffing operation.
Fast growth created class drift
New clients and placements can move faster than payroll and classification controls. A current roster makes the change visible.
Start with the operating story.
We want blue-collar staffing opportunities where the agency can explain its placements, client approval process, safety coordination, and injury response—even when the account has become difficult.
- Client roster with locations, assigned duties, payroll, headcount, and requested classifications
- Light-industrial, warehouse, manufacturing, skilled-trade, driving, or other placement concentrations
- Client onboarding, site review, prohibited-duty, reassignment, and contract controls
- Who provides general and site-specific training and who supervises daily work
- Losses by client, site, cause, tenure, reporting time, and corrective action
Shared worksite does not mean invisible responsibility
OSHA describes staffing agencies and host employers as sharing responsibility for temporary-worker safety, with the exact division depending on the facts. A clear contract and a real communication process help explain how hazards, training, supervision, and incidents are handled.
What helps us review the opportunity
A staffing account needs client-level exposure clarity. The useful submission identifies assigned duties, locations, class codes, payroll, contract controls, supervision, onboarding, and how prohibited placements are enforced.
Tell the exposure story
- Changing client sites and assigned duties
- Client concentration and class-code drift
- Shared safety and incident-response responsibility
Questions worth answering
- Who can change an employee's duties?
- How are new clients approved?
- How quickly are injuries reported and investigated?
What to send if you have it
- Client roster with duties, payroll and locations
- Staffing contracts and prohibited-duty controls
- Onboarding and site-inspection process
- Loss runs with client and cause analysis
Start with what you have
Upload the available application, loss runs, supplemental, and mod worksheet, or complete the short online form. Missing items do not stop the first conversation; we will tell you what is needed next. Your existing agent can remain involved.