APNA Members must strive to meet these standards in all areas of their business practice. Each agency must determine their compliance based on a) their business model and b) laws that govern their state. For example, while the standard is to interview candidates in person, an agency placing nationwide will need to make modifications. This modification is acceptable as long as best practices are delivered.
All APNA agencies should:
All APNA agencies should: Have a comprehensive job order intake process handled by a live person. Educate the client in the following areas:
1) Interview candidates in-person and collect an application that will provide the agency with:
2 ) Conduct a thorough evaluation of references and verify information on the application to include:
3) Background checks should include:
4) Health and Safety requirements:
All APNA agencies should:
All APNA agencies should: Craft and execute an employment agreement that ensures legal protection, saves time and money and reduces misunderstandings and turnover to include:
All APNA agencies should: Take a genuine interest in supporting both clients and candidates beyond the placement to include:
1. Apna recommendations are not intended to be and do not constitute legal advice
2. Member agencies should refer to private legal counsel, especially a labor and employment attorney, regarding any and all labor and employment questions.