About

Compliance

Staffing carries real regulatory obligations — worker classification, employment eligibility, screening law and data protection. Here is how we handle each, so your procurement team does not have to ask.

Equal employment opportunity

We recruit, screen and place without regard to race, colour, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, genetic information, or any other characteristic protected by federal, state or local law. We also decline client requests that would require us to discriminate.

Employment eligibility and I-9

For every worker we employ, we complete Form I-9 employment eligibility verification as required by federal law, and retain records for the statutory period.

W2 and corp-to-corp engagements

We employ contract workers on a W2 basis and handle payroll, tax withholding, employer taxes and workers compensation. We also contract corp-to-corp with incorporated consultants. Worker classification is assessed against IRS and Department of Labor criteria, not chosen for convenience.

Co-employment boundaries

On contract placements TechKnow Global is the legal employer and the client directs day-to-day work. We set that boundary out in writing in the engagement agreement, because joint-employer exposure comes from blurred lines rather than from the arrangement itself.

Background screening and drug testing

Conducted where a client role requires it, with the candidate’s written authorisation, in accordance with the Fair Credit Reporting Act and applicable state and local fair-chance laws.

Pay transparency

A growing number of states and cities require salary ranges in job postings, and several of those rules apply to postings a staffing agency makes on a client’s behalf. Where a role is covered, we include a good-faith pay range and a description of benefits.

Insurance

Coverage is bound before a placement begins, not before it is needed. Tell us your required limits for general liability, professional liability and workers compensation at the intake call, and we confirm what will be in place — with a certificate naming your organisation — before anyone starts work.

Candidate data protection

Resumes and candidate records are personal information. We store them securely, restrict access, retain them only as long as they are useful, and honour deletion requests. See our applicant privacy notice for detail.

Documentation

Paperwork we can provide

Ask at the intake call and we will have these ready before a contractor starts, rather than scrambling on day one.

W-9
Certificate of insurance to your required limits, before start date
Signed MSA or your vendor agreement
EEO policy statement
Background-screening consent records
I-9 completion confirmation

This page describes our operating practices. It is not legal advice, and it does not replace the terms of your engagement agreement. Where a specific statute applies to your jurisdiction or industry, we will work through it with you.

Need something specific for procurement?

Send us the requirement and we will tell you straight away whether we can meet it.