1. Do not train your contingent workers. Ask their agency (employer) to handle training.

2. Do not negotiate the pay rate of your contingent workers. The agency should set pay, as well as handle all communication regarding raises for the worker.

3. Do not coach or counsel a contingent worker on his/her job performance. Call their agency and request that they do so, and tell them why it is necessary.

4. Do not negotiate a contingent worker's vacations or personal time off. Direct them to their agency, which should then call you regarding coverage prior to approving.

5. Do not routinely include contingent workers in your company's employee functions. When their attendance is necessary, ask the agency to pay a reasonable fee to cover food, etc. For recognition events, the agency should be present and offer any award, bonus, or recognition directly to their workers.

6. Do not allow contingent workers to utilize facilities intended for employees -- such as company gyms/spas/company stores, etc., without special corporate-wide rules being established regarding eligibility, dues, etc. (contact your legal or HR department).

7. Do not issue company business cards, nameplates or employee badges to contingent workers. Issuance of any of the above should be done with approval of your legal/HR departments, and should clearly differentiate the status of the worker as contingent.

8. Do not discuss harassment or discrimination issues with contingent workers. As soon as you are aware of such an issue, you should pass the issue to both the agency representative and your own HR department for resolution.

9. Do not discuss job opportunities and the contingent worker's suitability for such directly. Refer the worker to publicly available job postings. Should a "temp to hire" opportunity exist for this worker, contact their agency with details and ask the agency to approach the worker.

10. Do not terminate a contingent worker directly; contact their agency to do so.

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