As you identify staffing partners, select one that is financially stable and can help educate you and protect you against legal liability.
Face-to-Face Interviews: MediQuest is not a “resume broker.” We don’t connect clients with candidates without a face-to-face interview to assess each candidate’s professional background, education, personality, and career goals.
Wage & Hour Compliance: We’re here to guide you through the maze of wage and hour regulations including minimum wage, overtime pay, recordkeeping, exempt vs. non-exempt, meal and rest periods, etc. We update our clients on new and trending regulations that could affect their business.
Work Verification: MediQuest verifies the work history of all employees placed on assignment. We also conduct criminal background checks, education verification, job-specific skills testing, physical examinations, credit checks, and motor vehicle and drug tests, if requested by the client.
E-Verify: If you choose, MediQuest will E-Verify candidates through the Department of Homeland Security’s automated system to ensure a legal workforce.
ACA Compliance: If your staffing partner is not fully prepared to support and comply with ACA requirements, they may find themselves facing stiff penalties and unable to sustain their business. MediQuest offers ACA-compliant health insurance benefits to all of our associates, including those working part time.
Workplace Safety:MediQuest understands that human capital is the most important investment your company can make, and protecting that investment is a primary concern. That’s why we partner with our clients to develop safety awareness, safety training, and safety monitoring programs.
Joint Employer Liability: In California, under AB1897, employers who use staffing companies share liability for unpaid wages and workers’ compensation insurance. MediQuest provides peace of mind by providing a quarterly audit letter of compliance from an independent CPA firm.
Sick Time Regulations: Temps get sick leave, too, in California. Your staffing company should already have provided their temporary associates with proper notice and should have adequate record-keeping procedures in place to ensure no interruption in service.