1. Train your contingent workers. Ask their staffing agency to handle training.
2. Negotiate the pay rate of your contingent workers. The agency should set pay.
3. Coach or counsel a contingent worker on his/her job performance. Instead, call the person's agency and request that it do so.
4. Negotiate a contingent worker's vacations or personal time off. Direct the worker to his or her agency.
5. Routinely include contingent workers in your company's employee functions.
6. Allow contingent workers to utilize facilities intended for employees.
7. Let managers issue company business cards, nameplates, or employee badges to contingent workers without HR and legal approval.
8. Let managers discuss harassment or discrimination issues with contingent workers.
9. Discuss job opportunities and the contingent worker's suitability for them directly. Instead, refer the worker to publicly available job postings.
10. Terminate a contingent worker directly. Contact the agency to do so.