Use this list for any safety staffing firm, including us. Each item is something you can ask for before the first shift and check against what you receive.
1. The company
- Legal name and entity type, matching the W-9
- A written safety program you can read before you sign
- Certificates of insurance showing the coverages, limits and endorsements your contract requires. Your risk team sets those terms
- Any prequalification platform or questionnaire your company uses, completed
- NAICS codes and vendor-setup details for your accounting team
2. The people
- Resumes and credential records for the specific individuals assigned, not a generic profile
- Training that matches your project's requirements, checked against the cards or certificates themselves
- Site requirements such as badging, orientation or screening, and who handles them
- A plan for absences and replacements, so coverage does not lapse
A note on OSHA cards: OSHA's 10- and 30-hour outreach courses are voluntary and are not certifications.[1] Many projects still require them, which is fine. Write down what your project requires and check each person against it.
3. The scope
- Is the role to observe and report, or to run the program? Get it in writing
- Who directs corrective work, and who confirms close-out
- Who decides on stopping work, and how imminent hazards are escalated
- Which areas, activities and shifts are covered
Be wary of any pitch that suggests responsibility moves to the staffing firm. Under OSHA's multi-employer citation policy, a controlling employer must still exercise reasonable care to prevent and detect violations on its site.[2]
4. The reporting
- A sample of the log or report you will receive
- The reporting timeframe: daily, weekly, or per shift
- The named people who receive reports
- How open items are tracked until closed
5. The logistics
- Coverage type: scheduled, by shift, or for the project
- Start date, expected duration, and notice needed to extend or end coverage
- Minimum hours, overtime and night-shift terms
How NSC Enterprises answers these
Our written safety program, W-9 and EIN confirmation, insurance certificates, and resumes and credential records for assigned personnel are available on request. Personnel standards are set to your project's requirements and verified before every assignment. Scope, recipients, reporting timeframe and escalation path are agreed in writing before mobilization, and coverage can be scheduled, shift-based or project-based. See personnel & prequalification and coverage options, or request coverage and mention the documents you need.
Sources
- [1]OSHA, Outreach Training Program. Outreach (10- and 30-hour) training is voluntary and is not a certification; the 30-hour class suits supervisors or workers with some safety responsibility.
- [2]OSHA Directive CPL 02-00-124, Multi-Employer Citation Policy. Defines creating, exposing, correcting and controlling employers. A controlling employer has general supervisory authority over the worksite and must exercise reasonable care to prevent and detect violations.
Sources read 2026-10-30. Regulations change; check the current text and your contract before relying on any summary here. This page is general information, not legal advice.