Temporary Staffing (also known as Worker Dispatching ...

Temporary Staffing (also known as Worker Dispatching or Contingent Staffing) ... Talent with the required skills and experience is indispensable for driving ... CLOSE FindaJob FindTalentandSolutions TemporaryStaffing Temp-to-Perm PermanentPlacement FeaturesofManpowerGroup Compliance-related AboutUs CorporatePhilosophy Compliance CLOSE Home FindTalentandSolutions TemporaryStaffing TemporaryStaffing(alsoknownasWorkerDispatchingorContingentStaffing) Talentwiththerequiredskillsandexperienceisindispensablefordrivingbusinessforwardandhelpingcompaniesgrow.Temporarystaffingisoneofthemainworkforcesolutionsinprovidingyouwiththetalentyouneedinawidevarietyofobjectivesandscenarios:toprovidework-readystaff,tosecurestaffwithspecializedskills,tofillsuddenvacanciesortoincreasestafftohandleheavyworkloadduringbusyperiods.Itcantherebycontributetoincreasingefficiencyorreducingcostsinvariousoperations.AsthefirsttemporarystaffingservicescompanyinJapan,ManpowerGroupcontinuestoprovidedependableservicesthoughournationwidecoverage,resourcequality,highmatchingaccuracy,compliance-basedethosandinsightsinworkforcesolutions.Ourtemporarystaffingsolutionsdeliverthequalifiedpeopleyouneed,whenyouneedthem. ForinquiriesorrequestsregardingtheworkforcesolutionsprovidedbyManpowerGroup,pleasedonothesitatetogetintouchwithus. ContactUs TemporaryStaffingArrangement Therearethreepartiesinvolvedinatemporarystaffingarrangement:thelaborprovidersuchasManpowerGroup(hereinreferredtoas"Provider");theworkerstobedispatched(hereinreferredtoas"DispatchedWorker");andthelaboruser(hereinreferredtoas"Client"). ManpowerGroupengagesinacontractwiththeClienttoprovideDispatchedWorkershavingspecifiedskillsandexperienceforalimitedperiodoftime.Inthiscase,theformalemployer-employeerelationshipexistsbetweentheManpowerGroupandtheDispatchedWorker.However,theDispatchedWorkeristypicallyassignedattheClient'splaceofbusinessandworkstogetherwiththeClient'semployeesunderthesupervisionofandatthedirectionoftheClient. Underthisarrangement,ManpowerGroupwillbehandlingtherecruitment,employment,training,socialinsurance,payrollofandfollow-upsupportfortheDispatchedWorkerswhichcanhelpreduceyourpersonnelmanagementcostsandburdens.ByutilizingManpowerGroup'stemporarystaffingservice,youcanavailofthetalentyouneed,whenevernecessary. WorkCategoriesforTemporaryStaffing Office/Clerical Generalofficework,English-relatedofficework,internationaltradeofficework,salessupport,generalaffairs/HR/legal,secretarialwork,interpretation/translation,receptionist,publicrelations/advertising/IR,planning/marketing,OA(officeautomation)clerk,dataentry Sales/Retail/CustomerService Newbusinessdevelopment,routesales,retail(fashion,jewelry,mobilephones),restaurant/hallstaff,cashier,inventorystaff IT Systemengineer,programmer,networkengineer,operationmanagement/maintenance,usersupport/helpdesk,testing/evaluation,CADoperator,CAD/design,instructor,webdesigner,DTPoperator Lightwork/Manufacturing/Logistics Warehousemanagement,loading/unloading,linemanagement,manufacturingstaff(assembly/processing),packing/sorting/inspection Medical Medicalofficework,clinicaltrial,caregiver,nurse,pharmacist,clinicallaboratorytechnician *Therulesregardingwhichtypesofservicesinthemedicalfieldcanbeperformedunderatemporarystaffingarrangementarecomplex.Pleasecontactusfordetails. FrequentlyAskedQuestions(FAQ) Q1:HowdoesManpowerGroupmaintainprotectionofconfidentialinformation? ManpowerGrouphasathoroughsystemofprotectingconfidentialinformation.WeeducatetheDispatchedWorkersabouttheimportanceofconfidentialinformationprotectionthroughtheorientationconductedduringregistrationandregularissuanceoffollow-upmaterialsaboutthismatter.Inaddition,asincludedinourbasictemporarystaffingagreement,wepromisenottodiscloseanymattersthattheDispatchedWorkerhascometoknowwhileworkingattheClient'splaceofbusiness.Intheunlikelyevent,wehaveaguaranteesystemthroughtheliabilityinsurancewhereinourcompanyisenrolledin. Q2:CanwescreenandinterviewtheworkerselectedbyManpowerGroup? Theactofspecifying(selecting)workerstobedispatchedbytheClientisprohibitedunderArticle26,paragraph7oftheWorkerDispatchingAct:"ApersonwhointendstoreceiveWorkerDispatchingservices(excludingEmploymentPlacementDispatchingservices)shall,inconcludingaworkerdispatchcontract,endeavornottocommitanyactintendedtospecifytheworkerstobedispatchedundertheWorkerDispatchingarrangementsbasedontheworkerdispatchcontractconcerned." Moreover,theactinwhichaClientspecifiestheworkertobedispatchedcanbeequatedwiththerecruitmentselectionofcandidatesthattakesplacefordirectemployment.Insuchacase,anemploymentrelationshipbetweentheclientandworkertobedispatchedispracticallyestablished.AsthisdiffersfromaworkerdispatchingarrangementandfallsunderalaborsupplybusinessbyaworkerdispatchingagencywhichviolatesArticle44oftheEmploymentSecurityAct,theactofspecifyingtheworkertobedispatchedisprohibited. Giventheabovepoints,theselectionoftheDispatchedWorkerisadecisiontobemadebytheProvider(ManpowerGroup)whoistheemployeroftheDispatchedWorker.ThismeansthatwhileClientscanspecifytherequiredskillsandexperiencerequiredforworktobeundertakenbyaDispatchedWorker,theycannotscreenandinterviewtheDispatchedWorker. However,sinceworkerstobedispatchedarenotprohibitedfromselectingtheClientwheretheywishtowork,thereisnoprobleminvisitingtheClientcompanytoconfirmtheworkcontentsandtheworkplaceenvironmentandreceivingdetailedexplanationregardingtheworkcontents.Insuchacase,theClientcannotconductinterviewsortests(whichareactsofspecification)toselectworkerstobedispatched. *Whatareconsideredasactsofspecifyingofworkerstobedispatched? Thesearerequestsfordisclosureofinformationnotrelatedtocompetenceorability,preliminaryinterviewforscreening,implementationofwrittenexamination,etc.Inaddition,thecollectionofpersonalinformationisprohibitedinprincipleaccordingtoArticle5-4oftheEmploymentSecurityLawandPublicNoticeNo.141of1999.Thisincludesdomicile,address,familycomposition,academicqualifications,maritalstatus,religion,beliefsandsoon. Q3:Istherearestrictiononthedispatchperiod? ThereisadurationlimitwhichappliestoeachindividualDispatchedWorkerandClientorganizationalunit.ThedurationinwhichoneDispatchedWorkercanworkinthesameClientorganizationalunitisuptothreeyears.Evenifthereisachangeintheworkcontentmidwaythrough,thereisnochangeinthisthree-yearlimitifitiswithinthesameorganizationalunit. Inaddition,thedurationinwhichthesameClientorganizationalunitcanuseaDispatchedWorkerisuptothreeyears.Inordertoittobepossibletogobeyondthislimit,itisnecessarytoobtainopinionsfromthemajoritylaborunionoftheClientorarepresentativeofamajorityoftheemployeesoftheClient.ThedurationlimitperorganizationalunittakesprecedenceoverthedurationlimitoftheindividualDispatchedWorker. Thedurationlimitdoesnotapplytothefollowingcases: DispatchedWorkeremployedbyProviderunderanindefinite-termemploymentcontract DispatchedWorkerswhoare60yearsofageorolder Workinfixed-termprojects Workwithaperiodthatlimitedtoafixednumberofdays(numberofworkdaysinamonthislessthanhalfcomparedtothatofregularemployeesandlessthantendaysamonth) Substituteworkforemployeeswhoareonmaternityleave,childcareleaveorfamilycareleave Q4:CanweaskforpersonalinformationabouttheDispatchedWorker? IntheguidelineforTemporaryStaffingservicesproviders,thereisprovisionregardingtheprotectionofpersonalinformationofTemporaryStaff.InformationthatcanbesubmittedtoClientsevenaftertheTemporaryStaffhasbeenconfirmedislimitedtothoserelatedtotheTemporaryStaff'scapabilitiesandsubmissionofdetailedpersonalinformationisprohibited.However,ifthereisaspecialneedforsuchinformationthatisrelatedtotheassignedwork,ManpowerGroupwillexplaintopurposefortheneedofpersonalinformationandnotifytheClientafterobtainingconsentoftheTemporaryStaff. Q5:IsthereanythingthatweneedtoconsiderwhentakinginDispatchedWorkers? InadditiontocomplyingwiththeWorkerDispatchLawandothermattersstipulatedinotherlaborlawsandregulations,otherspecialarrangementsforacceptancearenotnecessary.However,eveninthecaseofexperiencedDispatchedWorkers,itwouldbegoodtokeepinmindthattherearethingsthattheymaynotknowinanunfamiliarworkplace.Wethereforerequestyoutoexplaintheworkenvironment,workplacepracticesandothermattersindetailtotheDispatchedWorkerasyouwoulddosotonewly-hiredemployeestoensureasmoothworkingrelationship. Q6:CanweengageaformeremployeetoworkforusasaDispatchedWorker? UndertheWorkerDispatchAct,theClientisprohibitedfromengagingformeremployeesasDispatchedWorkersthroughaProviderforoneyearaftertheiremploymenthasbeenterminated.However,thisrestrictiondoesnotapplytoformeremployeeswhohaveretiredafterreachingthemandatoryretirementage. Q7:WhataretheresponsibilitiesoftheClientandtheProviderwhiletheDispatchedWorkerisworkingattheClientworkplace? TheClientandProvidereachhavetheirownresponsibilitiesinensuringastableworkingenvironmentfortheDispatchedWorkerunderthisarrangement.Belowisasummary. Client SuperviseandinstructtheDispatchedWorkerontheworktobedonewithinthescopespecifiedinthecontract. LookafterworkplacesafetyandworkingconditionsoftheDispatchedWorker. CooperatewiththeProvidertoresolvework-relatedissuesincasesuchmayariseduringthecourseofthecontractperiod. Provider(EmployerofDispatchedWorker) CalculateandpayDispatchedWorker'ssalaryandhandlecontributionstoworkers'compensation,statutorywelfareandbenefitschemes. VisittheworkplaceandchecktheworkingconditionsoftheDispatchedWorkertomakesuretherearenodiscrepancieswiththecontractcontents. Providesupporttoaddresswork-relatedconcernsandissuesinatimelymanner. Q8:WewanttorenewthecontractoftheDispatchedWorker.Whatistheproperwaytodothis? PleaseconsultwiththeProviderwhichassignedtheDispatchedWorkertoyouincaseyouwanttorenewthecontract.AstheemploymentcontractinthisarrangementisengagedbetweentheProviderandtheTemporaryStaff,youcannotdirectlyasktheDispatchedWorkeriftheywanttorenew.Confirmationofintentionforrenewalshouldbeconductedatleast30daysbeforethecurrentcontractperiodexpires. Q9.Isitpossibleforustoterminatetheworkerdispatchcontractbeforeitexpires? IftheClientterminatestheworkerdispatchcontractbeforetheendofthecontractperiodforreasonsattributabletotheClient,bothClientandProvidermusttakemeasuresnecessaryforensuringtheemploymentsecurityoftheDispatchedWorkersaffectedbytheearlyterminationofdispatchcontract,suchastryingtosecurenewemploymentopportunitiesfortheDispatchedWorkersconcerned.Incasethisisnotpossible,theClientmustcompensatetheProviderforthelossitwillincuroutofbeingobligedtomaketheaffectedDispatchedWorkerbeabsentfromworkandtoperformothersasaresultofthedispatchcontracttermination. Q10.IsitpossiblefortheDispatchedWorkertoworkovertimeorworkonweekends/holidays? TemporaryStaffcanworkoutsideofthestatutoryworkhoursaslongasitiswithintheparametersspecifiedintheJapanLaborStandardsAct.Overtimehoursarelimitedto15hoursperweek,45hourspermonthand360hoursperyear. PleaseinformtheProvideraboutanyanticipatedpossibilityofovertimeworkorworkonweekends/holidayswhenyoucommunicateyourstaffingrequesttotheProvidersotheycanselecttheappropriateworkertobedispatchedforthejob. Foryourreference,additionalpaystipulatedforovertimework,workonweekends/holidaysisasfollows: Overtime(usuallyover8hoursaday):additional25% Latenightwork(between22:00to5:00):additional25% Workonweekendsandholidays:additional35% Overtimeexceeding60hoursinamonth:additional50% Q11.WhatisthepaymentarrangementandcoststructureforTemporaryStaffing? TheProviderwillchargeastaffingfeetotheClientoncethedispatchingbegins-nofeesarechargedbeforedispatching.ThisstaffingfeeisusuallycalculatedbymultiplyingthehourlybillratebytheactualhoursworkedbytheDispatchedWorker.Thefollowingareincludedinthestaffingfee: SalarytobepaidtotheDispatchedWorker Statutoryburdenssuchas Employees'PensionInsurance HealthInsurance;Long-TermCareInsurance(forthose40yearsofageorolder) EmploymentInsurance Workers'AccidentCompensationInsurance Paidvacation Others *Note:Dependingonspecificcircumstancesandlegislativeamendments,thecasemaydifferfromwhatisdescribedinthiswebsite.Fordetails,pleasecontactManpowerGroup. ForinquiriesorrequestsregardingtheworkforcesolutionsprovidedbyManpowerGroup,pleasedonothesitatetogetintouchwithus. ContactUs FindTalentandSolutions TemporaryStaffing Temp-to-Perm PermanentPlacement FeaturesofManpowerGroup Compliance-related