Certified as audited employer

WHAT IS AN AUDITED EMPLOYER?

Revised Employer is a quality seal for staffing companies that was introduced in 2014.

Temp-Team's routines and obligations as an employer according to the Working Environment Act are audited every two years by an external approved auditor. The scheme documents our orderliness as an employer at the same time as it is a tool for our continuous work with quality in this field.

In order to be an Audited Employer, the staffing company must be a member of NHO Service og Handel, be registered with the Norwegian Labor Inspection Authority as a staffing company, and be organized as a Norwegian limited company.

WHY AUDITED EMPLOYER?

As a result of political debate, increased regulation of the industry and exposure of unfortunate practices by some staffing actors, more and more people will demand that their staffing supplier is a business that looks after employees in a documented way.

An orderly employer is attractive to the best employees, while at the same time customers are concerned with safeguarding a good reputation. In a competitive situation, it is therefore important to be able to document your quality as an employer.

AN AUDIT TOOL THAT ENSURES PROFESSIONAL EMPLOYER RESPONSIBILITY

Through the audit, the staffing company's top manager receives external feedback on how the company's employer responsibility is exercised in practice. The control points are based on routines and random random samples to reveal whether the routines are followed. Before an audit, a self-assessment is required. The self-evaluation has a double function in that it contributes to competence development in the business and that the external audit becomes more effective.

REQUIREMENTS FOR AUDITORS

The audit is carried out by companies or persons who are subject to a professional duty of confidentiality and who have sufficient professional expertise to carry out the inspection. The auditor is cleared by NHO Service before the audit.

WHAT IS REVISED?

The following conditions are revised:

• Employment contracts
• Assessment of risk conditions at the lessee
• Clarified responsibility for HSE
• Working hours, wages and overtime pay
• Handling of salary obligations at the end of the assignment
• Sick pay
• Follow-up of long-term sick leave
• Job security

Read more about Revidert Arbeidsgiver here: www.revidertarbeidsgiver.no