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It’s National Staffing Employee Week—Meet the 2024 National Staffing Employee of the Year and Sector All-Stars

To kick off National Staffing Employee Week, ASA today announced that speech-language pathologist and Black family literacy advocate Dr. Kelly M. Byrd of Supplemental Health Care is the 2024 National Staffing Employee of the Year. ASA also named National Staffing Employee of the Year All-Stars in the five staffing industry sectors.

National Staffing Employee Week, Sept. 11–17 this year, honors the contributions of the millions of temporary and contract employees who work for U.S. staffing, recruiting, and workforce solutions companies during an average week. The National Staffing Employee of the Year and All-Star awards (sponsored by StaffPro3, a division of PMC Insurance) honor current or former temporary or contract employees whose extraordinary stories of staffing success best exemplify one or more of the industry’s key messages of bridging and flexibility.

“As we enter National Staffing Employee Week, we are excited to celebrate the millions of temporary and contract employees who contribute their talents to industries across the nation,” said ASA chief executive officer Richard Wahlquist.

Byrd will be formally honored and celebrated by staffing industry professionals from around the country at Staffing World® 2023, Oct. 3–5 at the Charlotte Convention Center in Charlotte, NC.

Free ASA Webinar Tomorrow—Increasing Sales Success

Don’t miss tomorrow’s ASA webinar “Seven Laws of Sales Success,” 2–3 p.m. Eastern time. Sales success depends on relationships, and better relationships can help you achieve tremendous success through incremental steps. Adam Conrad, Great Recruiters chief experience officer, will discuss seven laws to help you grow and thrive in 2023, whether you’re a frontline recruiter, a manager, or a salesperson. Presented by the ASA engineering, IT, and scientific; industrial; and professional–managerial sections.

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

Free Networking Call Next Week—Neurodiversity Inclusion in the Workplace

People with neurocognitive disabilities have talents, perspectives, and skills that can be distinctly beneficial in many work environments. Get tips on how to foster an inclusive workplace culture for neurodiverse team members, by engaging in collaborative small group exercises, during the networking call “Inclusive Practices for Neurodiversity in the Workplace,” Monday, Sept. 18, 1–2 p.m. Presented by the ASA inclusion, diversity, and equity advocacy (IDEA) group, this virtual networking call will be facilitated by Gerry Altamirano of AMN Healthcare and Victoria Hill of Advanced Group.

The call qualifies for continuing education hours toward ASA certification renewal. The ASA IDEA group is sponsored by ASA corporate partner Monster and by Anthem and WorkN.

Fifth Circuit Finds Staffing Firm Not Liable for Client’s Alleged Harassment of Temporary Workers

A federal appeals court recently affirmed summary judgment in favor of a staffing firm, holding that two temporary workers failed to demonstrate the staffing firm knew about or was in the position to correct alleged harassment by a client’s employee.

The temporary workers alleged they were separately mistreated by the same client employee—subjected to racial harassment, sexual assault, and sexual harassment. The appeals court affirmed the lower court’s decision that the staffing firm was not liable for several reasons: first, neither worker reported the abuse to the staffing firm during the tenure of their assignments—which was a requirement of the staffing firm’s written antiharassment policy—only advising the staffing firm once they quit their assignments. The staffing firm also immediately offered one worker the opportunity to find new assignments, but she chose not to pursue the opportunity. Upon learning of the second worker’s experience, the staffing firm immediately engaged the client, which launched an investigation. Because the staffing firm never fired the workers, their retaliation claims were also rejected.

Staffing firms and clients are joint employers for purposes of compliance with all equal employment opportunity laws, including Title VII of the Civil Rights Act of 1964. Just like other types of employees, temporary employees are protected by employment laws—including those pertaining to harassment. Clients can be liable if their internal employees subject temporary workers to unlawful harassment, such as a hostile work environment or quid pro quo sexual harassment. Staffing firms should have written antidiscrimination and antiharassment policies that require temporary workers to promptly report any allegations or concerns. ASA offers state-specific, customizable offerings for harassment prevention training—learn more at

To read the case, see Arredondo v. Elwood Staffing Servs. Inc., 2023 WL 5490254 (Fifth Cir. 2023).