Employment Enterprises Blog
Today many websites (such as TaskRabbit, UpWork, and Fiverr) enable businesses to connect directly with freelancers. Business post descriptions of their jobs (or “gigs”), and freelancers bid on them. Although more and more work is being done this way, not all employers are comfortable in hiring freelance labor, especially if the work involved is the basic work of the company. (In fact the Internal Revenue Service and the U.S.Department of Labor have rules that specifically prohibit companies from using contractors to perform that type of work.) But what if there was a way to apply the gig model to a company’s current workforce?
One of the big trends in employment for 2017 and beyond is the boomerang employee. As tenures of employees working at a particular company get shorter companies are apparently finding it more acceptable to rehire them. According to research by Dan Schawbel just a few short years ago over half of US companies had a policy against rehiring employees that had left. Today 76% of companies think it is a good idea, and Schawbel doesn’t see this slowing down.
Topics: Labor & Industrial Insights
When an employee has to leave work due to a work-related injury it causes difficulties for many people, especially if it is a disabling injury. That disability status throws the situation into a different category. It is no longer just a worker’s comp issue. It is also now a potential Americans with Disabilities Act issue. This was a the situation for a grocery store in Maryland and that mistake cost them $27,000.
The fears of workers being replaced en masse by robots has been well documented in the press. Rather than replace them however, how about if technology allowed companies to retain workers by melding them with machinery to make them much more efficient and productive?