Success Stories
Fortifying the Staffing Industry
At TAS, we believe in the strength of unity. We are a coalition of staffing companies that have come together to advocate for the rights and integrity of the temporary staffing industry in Texas. We make it known that our 1.6M workers earning $41,900 per job represents over 14.billion dollars in annual revenue – the staffing industry plays an essential role in the Texas Economy. Our track record speaks volumes – we’ve successfully taken on local Texas governments to defeat harmful bills, ordinances, and mandates, including paid sick leave and the federal vaccine mandate, which even reached the Supreme Court.
Our affiliations and collaborative spirit allow us to have a seat at the table, where we present ourselves as professional, constructive, and positive voices for the Staffing Industry and Texas businesses. TAS has played a pivotal role in shaping key legislative changes, such as the definition of temporary help firms and unemployment laws, ensuring fair treatment for all stakeholders in the temporary employment situation.
Join us in championing the interests of staffing professionals across Texas, and together, we’ll continue to make a difference in our industry.
Here are just a few other examples we have taken on:
Sec. 201.029. TEMPORARY HELP FIRM
For purposes of this subtitle, a temporary help firm is the employer of an individual employed by the firm as a temporary employee.
Source: Senate Bill 959 (1995)
Sec. 201.091. TOTAL AND PARTIAL UNEMPLOYMENT
(f) For purposes of this subtitle, an individual who last worked for a temporary help firm is not considered to be unemployed until three business days have passed since the date the individual’s last assignment ended.
Source: House Bill 1745 (2005)
Sec. 207.045. VOLUNTARILY LEAVING WORK
(h) A temporary employee of a temporary help firm is considered to have left the employee’s last work voluntarily without good cause connected with the work if the temporary employee does not contact the temporary help firm for reassignment on completion of an assignment. A temporary employee is not considered to have left work voluntarily without good cause connected with the work under this subsection unless the temporary employee has been advised:
1. that the temporary employee is obligated to contact the temporary help firm on completion of assignments; and
2. that unemployment benefits may be denied if the temporary employee fails to do so.
Source: Senate Bill 1251 (1993)
Section 93.004 of the Texas Labor Code
TAS also had one other notable success in the area of workers’ compensation law – Section 93.004 of the Texas Labor Code, which made it clear that in a temporary employment situation, both the staffing company and the client have the benefits and protections that go along with workers’ compensation coverage. That provision was added in 2013.
Sec. 201.029. TEMPORARY HELP FIRM
For purposes of this subtitle, a temporary help firm is the employer of an individual employed by the firm as a temporary employee.
Source: Senate Bill 959 (1995)
Sec. 201.091. TOTAL AND PARTIAL UNEMPLOYMENT
(f) For purposes of this subtitle, an individual who last worked for a temporary help firm is not considered to be unemployed until three business days have passed since the date the individual’s last assignment ended.
Source: House Bill 1745 (2005)
Sec. 207.045. VOLUNTARILY LEAVING WORK
(h) A temporary employee of a temporary help firm is considered to have left the employee’s last work voluntarily without good cause connected with the work if the temporary employee does not contact the temporary help firm for reassignment on completion of an assignment. A temporary employee is not considered to have left work voluntarily without good cause connected with the work under this subsection unless the temporary employee has been advised:
1. that the temporary employee is obligated to contact the temporary help firm on completion of assignments; and
2. that unemployment benefits may be denied if the temporary employee fails to do so.
Source: Senate Bill 1251 (1993)
Section 93.004 of the Texas Labor Code
TAS also had one other notable success in the area of workers’ compensation law – Section 93.004 of the Texas Labor Code, which made it clear that in a temporary employment situation, both the staffing company and the client have the benefits and protections that go along with workers’ compensation coverage. That provision was added in 2013.
We’re committed to safeguarding the interests of staffing professionals and promoting the integrity of Texas businesses. Your support and engagement are crucial in our ongoing mission. Stay connected with TAS, and together, we’ll continue to make a positive impact on our industry and the great state of Texas.