Ace the Certified Staffing Pro Exam 2026 – Level Up Your Recruitment Game!

For Family and Medical Leave Act (FMLA) eligibility, the worksite for a temporary employee is determined by the location where the employee performs their work duties. In the case of a temporary employee working far from the placement office, the relevant worksite is the client worksite where the employee is assigned. This is because FMLA regulations specify that the employee's eligibility is tied to their physical work location rather than the staffing firm’s administrative offices or other locations. By considering the client worksite, the law ensures that the leave entitlements are applied in a manner that reflects the actual environment in which the employee is engaged in their job responsibilities, accommodating factors such as the number of employees at that location and the nature of the work performed there. Thus, the correct determination of worksite plays a crucial role in assessing FMLA eligibility for temporary employees.