Manage day-labor/temp staffing compliance for peak moving season surges

Steps

1. Classify surge-season workers correctly as employees (not independent contractors) if you control their schedule, supervise their work, and set their pay rate — misclassification exposes you to wage-and-hour liability
2. Pay all day laborers and temp workers at least federal (and applicable state/local) minimum wage for all hours worked, regardless of whether they're paid hourly, daily, or by piece rate, and pay proper overtime where owed
3. If sourcing crews through a staffing agency, put a clear written services agreement in place defining who handles payroll, benefits, supervision, and discipline, since the U.S. Department of Labor evaluates the practical relationship (not just the contract label) when determining joint-employer status
4. Track hours, breaks, and safety training for temporary loading/packing crews the same way you would for permanent staff, since wage-and-hour and OSHA-type obligations generally apply equally to temp workers
5. Watch for updates to DOL's joint-employer rulemaking, since a proposed rule addressing joint employer status under the FLSA and related statutes has been moving through public comment and could affect how your staffing-agency relationships are evaluated