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ASA Staffing Index: Staffing Employment Eases in February

Staffing employment eased for a third straight week in the week of Feb. 13-19, with the ASA Staffing Index decreasing by 0.9% to a rounded value of 100. Some staffing companies mentioned temporary-to-permanent conversions and seasonal business fluctuations as barriers preventing further growth. Staffing jobs were 4.5% below the same week last year.

New starts in the seventh week of the year decreased by 1.3% from the prior week. About a third of staffing companies (35%) reported gains in new assignments week to week.

“Staffing employment is off to a slower start in 2023 than in 2022, though it remains stronger than at this point in any year before that,” said Tim Hulley, ASA assistant director of research.

The ASA Staffing Index four-week moving average nudged down from the prior week to a rounded value of 101.4, and temporary and contract staffing employment for the four weeks ending Feb. 19 was 3.2% lower than the same period in 2022.

This week will be used in the February monthly employment situation report scheduled to be issued by the U.S. Bureau of Labor Statistics March 10.

Departments of Labor, Health and Human Services Announce New Efforts to Combat Exploitative Child Labor

The U.S. Department of Health and Human Services and U.S. Department of Labor on Monday announced a series of new initiatives aimed at addressing a rise in exploitative child labor practices, especially those involving migrant children. The initiative includes an interagency task force to promote information sharing and a new national strategic enforcement initiative on child labor. The announcement comes after a New York Times investigation into exploitative child labor. Resources on child labor laws and regulations can be found at

ASA has reached out to DHS and DOL to pledge support and assistance in the ongoing fight against exploitative child labor in the U.S. economy.

Free ASA Webinar Today—Recruiting New College Graduates

Don’t miss the ASA webinar “How Staffing Companies Can Work With Universities to Recruit 2023 College Graduates.” It takes place today from 2 to 3 p.m. Eastern time. Find out how staffing professionals can team up with colleges and universities, introduce new graduates to client opportunities, and teach talent to navigate staffing firms’ recruitment systems.

All ASA webinars are free for ASA members, and most qualify for continuing education hours toward ASA certification renewal. To learn more and to register, visit

Elevate Women in the Industry—Attend THRIVE, a Virtual Event

Learn from and connect with inspiring women leaders during THRIVE Virtual, a half-day event full of high-impact content designed to grow your leadership skills and expand your professional reach. Hear from keynote presenter Joyel Crawford, author of Show Your Ask!: Using Your Voice to Advocate for Yourself and Your Career. She’ll talk about harnessing the power of your voice to create the life and career you desire.

Brought to you by the ASA Women in Leadership interest group, it all takes place Thursday, April 27, from 1:30 to 6 p.m. Eastern time. Learn more and register at

The ASA women in leadership interest group is sponsored by ASA corporate partners Bullhorn, ClearlyRated, and Essential StaffCARE, and by Assurance, ClearEdge Marketing, Mee Derby, Sense, Textkernel, WorkLlama, and WorkN.

California Releases New and Updated Answers to SB 1162 FAQs

The California Civil Rights Division has released new and updated answers to frequently asked questions regarding SB 1162, California’s new pay data reporting law. The law requires staffing agencies to report to the state employee data by race, ethnicity, and sex, and also requires staffing agency clients to submit separate reports covering the employees provided by staffing agencies. Among other things, the newly released answers clarify three important issues for staffing firms.

Under the law, all staffing firm clients that regularly employed 100 or more total labor contractors during the prior reporting year must file a Labor Contractor Employee Report. The FAQs now clarify that a staffing firm that knows or reasonably should know that its client employed 100 or more total labor contractors has a duty to supply relevant pay data information to its client; the staffing firm should not wait for the client to specifically request the information. However, when a staffing firm reasonably does not know whether its client employs 100 or more total labor contractors, the firm need only supply data to its client upon request. The CRD encourages staffing firms to reach out to their clients to inquire which, if any, has a filing obligation.

Second, the FAQs clarify that staffing agencies serving as prime contractors and subcontractors for a given client each have an independent obligation to send pay data information to the end client. Third, regarding selecting the appropriate work establishment for their own Payroll Employee Reports, staffing firms may use their own physical establishment or their clients’ work sites, but when providing data for their clients’ Labor Contractor Employee Reports, staffing firms should select their clients’ establishments.