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Worker misclassification is a growing area of concern for US employers. In 2015 we saw significant federal and state regulatory agency activity around worker classification, and this trend is likely to accelerate in the coming year.
With human capital as their primary “product” consulting firms are naturally always on the hunt for the best talent. This battle for talent has intensified in the current economic expansion as many of the best and brightest minds are attracted to technology companies for their next career move.
Appropriate workers classification, though important, is not the only risk that consulting buyers face. Intellectual property concerns should also be addressed any time a business engages with an Independent Contractor to create, develop, or deliver a product, idea, or service for their business.
There is a common misconception that contingent workers are exempt from following certain labor laws. Often, you must follow the same labor laws for your contingent workers as you do for your permanent labor force. While there are many developing trends in labor law, this article will focus on a few important ones.
The art of classifying Independent Contractors requires a thorough understanding of various business organizations and the nuances that each type of set up entails. In this article we’ll review the different business structures that an Independent Contractor could choose.
While the number of 457 primary visa applications lodged in the last 12 months increased by 18.1% from the previous financial year, the number of visas granted has fallen by 6.6%, according to the Department of Immigration and Border Protection’s latest Subclass 457 quarterly report for the quarter ending December 2014.
The risks associated with IC misclassification are widespread, and an increasing number of federal and state agencies are focused on the issue. In this article we’ll present an overview of the regulatory bodies at different governmental levels responsible for various aspects of IC misclassification.
2 part series on critical workforce trends for today’s HR leaders, examining the macro workforce and workplace trends, and also some forward-thinking ideas and progressive strategies for HR practitioners to build and manage the flexible workforce their organizations need to succeed.
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