Yes. HR deals with employment compliance. That means hiring paperwork, anti-discrimination rules, leave, pay practices, and policies. But in a staffing firm, a lot of compliance is about one worker's credentials for one client. That part often falls between HR, a compliance team, the recruiter and the worker. The expired BLS card is everyone's job, which means it is nobody's. The fix is one written owner per item, and a check before the shift is confirmed.
Whose job is the expired BLS card?
HR says compliance tracks credentials. Compliance says the recruiter confirms shifts and should check. The recruiter says the nurse knows when her card expires. The nurse says the agency has her file. The facility says no, and sends her home.
Everyone was partly right. The card expired anyway.
What HR actually owns
In most firms, HR owns the compliance that comes with being an employer.
- Hiring paperwork, including I-9s.
- Anti-discrimination and harassment policies.
- Pay and overtime practices, with payroll.
- Leave, benefits and health coverage rules.
- Handbooks, training records and investigations.
That is a lot, and it is mostly the same for every worker.
What HR usually does not own
Client-specific requirements. The hospital's list for a nurse. The warehouse's list for a forklift driver. The clinic's list for a medical assistant. These change by client and by role. They have dates on them. And they have to be checked against each worker file before each assignment. In many firms that lands with a compliance coordinator, or with the recruiter, or with nobody in particular.
The fix: one owner per item
Take the client's list and write a name next to each line.
| Item | Owner | When |
|---|---|---|
| I-9 complete | HR | Within 3 days of hire |
| RN license current | Compliance coordinator | Before assignment confirmed |
| BLS card current through contract end | Compliance coordinator | Before assignment confirmed |
| TB test within 12 months | Compliance coordinator | Before assignment confirmed |
| Site orientation booked | Recruiter | Before first shift |
| Confirmation note sent | Recruiter | Night before |
Then one rule: no assignment is confirmed until every line has a check mark from its owner. The recruiter who confirms the shift is the last reader, not the only one.
Where M-Tracker fits
The client's list is the standard. In M-Tracker, it lives with the client's project. The worker file is uploaded as the work and read against the list before the assignment is confirmed, with a plain-words note on what is current and what is missing. Whoever owns the item sees the same note, and the review is saved as the record of who checked what.
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Questions people ask
Should compliance sit inside HR?
In small firms it often does. The important thing is not the org chart but the owner per item.
What if the worker is responsible for their own credentials?
They are, and the agency is still the one the facility calls. Make the worker's deadline visible in the confirmation note, and check anyway.
How do we handle items that expire mid-assignment?
Read every date against the end of the assignment, not the start, and book the renewal before day one.
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