PRESS RELEASES

With the busy festive season fast approaching, many retailers may be thinking about employing temporary staff to meet increasing customer demand. Premierline Direct, the business insurance specialist, offers guidance to businesses when considering this option.

1. Make sure you're covered. By law, all businesses that employ one or more members of staff must have employer's liability cover for at least £5 million. Standard on most insurance policies, it provides cover if the business has to pay damages as a result of injury or disease caused in the workplace, to an employee. Temporary staff are likely to be covered by the business' insurance policy, so there is usually no need to inform your insurer when extra employees are hired, but it's surprising to know that our research shows 27 per cent of business owners didn't know whether they need to be covered in the first place. 
2. Know your staff. When recruiting temporary staff, as with permanent positions, it is essential to obtain references to ensure they are responsible. Make sure their background is thoroughly checked and ask questions about their work ethic, whether their previous employer would hire them again and if they have ever been subject to disciplinary action. To protect your business some insurers offer cover against incidents such as an employee stealing from the business, however this may be invalidated if adequate references are not taken prior to employment. 
3. Training and induction. The length and content of the induction programme will vary depending on the nature of the new employee's role. However, it is essential to fully induct all members of staff to ensure they are familiar with the business and its procedures. The induction may include a tour of the business' premises, introduction to colleagues, administration processes and customer service expectations. It is also important that employees are thoroughly trained to use any business equipment and machinery relevant to their role. Investing time in this process will help temporary staff to settle in as safely and effectively as possible, increasing their productivity. 
4. Health and Safety matters. Temporary staff will not be familiar with the business environment they are working in, or its particular hazards. In order to minimise risks, it is crucial they receive a full health and safety briefing. This includes what to do in the case of dealing with a spillage, manual handling, best practice for storing stock and how to log accidents involving themselves, a colleague or a member of the public. This will not only ensure the safety of employees and any visitors that come into contact with the business, but it will also protect the company from potential claims. 
5. Security and data. As with permanent staff, when temporary employees leave the company, it is crucial to ensure all ID badges, passes, swipe cards and keys are collected for security purposes. It is also essential to have formal procedures in place to change all electronic and manual codes to prevent unauthorised access - this may include keys or codes for the safe and alarm system, computer passwords and cash register log in details. 
6. Employee welfare. To ensure the wellbeing of all employees, business owners must abide by legislation and allow for regular breaks and provide a rest area. In addition, to keep staff safe, businesses may consider providing them with personal alarms and employing security staff to improve safety during late opening hours.