Employer Services FAQ

“Our goal is to provide you with exceptional hiring results.  We are committed to providing customized services that your company can utilize to make strategic hiring decisions!”

Bonny Filandrinos, Founder

Temporary/contract employees, who work through an agency, remain the employee of the agency.  They are NOT an employee of the company that they are placed/assigned to.

Temporary/contract employees are hired to assist employers to meet business demands yet allow the employer to avoid the cost of hiring a regular employee.  Sometimes, it is the expectation of the employer that if the temporary employee is successful, the temporary employee will be hired.

Most frequently, though, hiring temporary/contract employees serves a business purpose for the company.  Business purposes include; seasonal customer demand, temporary surges in manufacturing orders, employees on sick or maternity leave, and short-term, clearly defined work such as a new initiative or special project.

Temporary/contract employees can work part or full-time.  A temporary/contract assignment can be for one day or an indefinite period of time and can end at any time depending on the employer’s needs.  In other ways, temporary/contract employees are often treated like regular employees and attend company meetings and events.

At Staffing Solutions, Inc., all candidates go through comprehensive testing based on the type of position they are being considered for. We have developed a customized testing protocol for each job family, which includes the administration of the Rembrandt Portrait® personality profile.

Bill rates are based upon the hourly pay rate of the temporary/contract employee. In addition, we include the cost of all employers’ responsible taxes, including SUTA, FUTA, workers compensation, unemployment insurance, and ACA coverage. In addition, we add a marginal amount to this base to cover all administrative expenses. Unlike the “freelancer,” the agency is responsible for being the employer of record.

EPLI, Workers Compensation, Unemployment, Errors & Omissions, General Liability, and Cyber Security.

Yes, in accordance with our client’s policies.

We encourage our clients to work with our staff to determine the best match of a temporary/contract employee to your assignment request. Therefore, you are welcome to review resumes for potential candidates, interview candidates for evaluating fit, and of course, the Staffing Solutions, Inc. staff coordinates the entire interview process for you!

Temporary/contract employees deserve the same level of training as a full-time employee. Include a full orientation covering all company policy and procedures, so your expectations for performance and accountability are clear.

Please ensure there is a staff member dedicated initially to focus training at the start of the assignment and someone designated along the way to continue to be a resource for questions and/or support. Additionally, Staffing Solutions, Inc. provides training guides for our temporary/contract employees. Please contact your Staffing Solutions, Inc. representative for a free copy of our helpful training guide “Welcome to my Desk”.



We have a protocol for hiring your temporary/contract employee.  Please contact a Staffing Solutions, Inc. representative for details.

Our years of experience tell us that you should treat your temporary/contract employees as a valued member of the team. Therefore, we encourage our clients to include temporary/contract employees at company functions unless there are circumstances where your temporary/contract employees’ presence would not be advisable.  Please feel free to contact your Staffing Solutions representative to discuss.

Should one of our temporary/contract workers obtain full-time employment while on a continuing assignment, the Staffing Solutions Inc. team requires a reasonable notice period to allow us to replace them with an acceptable contract employee.