Ace the Certified Staffing Pro Exam 2025 – Level Up Your Recruitment Game!

Staffing agencies have a significant responsibility under the Fair Labor Standards Act (FLSA) to classify workers correctly based on exemptions. This classification determines whether employees are entitled to minimum wage and overtime pay, which is a core aspect of the FLSA. Misclassifying workers can lead to legal issues and liabilities for the staffing agency.

This responsibility requires an understanding of the different categories of employees, including exempt and non-exempt classifications, and evaluating factors such as job duties and salaries to ensure compliance with federal labor laws. Accurate classification is critical to protecting both the agency and the workers it employs.

The other responsibilities, while important in the context of employment and staffing, do not fall directly under the FLSA. For example, setting compensation rates may be influenced by market trends and client requirements but is not an explicit duty defined by the FLSA. Providing health benefits is typically determined through employer policies or state laws rather than the FLSA, which primarily focuses on wage and hour regulations. Conducting background checks is a staffing agency practice but does not relate to compliance with the FLSA.