HR Connection blog

How to Remain Compliant When Hiring Contract Workers and Contingent Workers

on Nov 10, 2021 9:30:00 AM By | Jazz HR | 0 Comments | Contingent Workers Compliance Contract Workers
In 2017 there were nearly six million documented contingent workers in the USA1 , and in 2018 one in five U.S. workers was a contractor.2 Clearly, contingent workers and contract workers make up a significant portion of the U.S. workforce. Employers need to be cautious when hiring these types of workers, though, because a failure to follow the right regulations could open an organization up to legal scrutiny and hefty fines.
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Employer Leave Liability in the COVID-19 Era

In the wake of COVID-19, employers still find themselves navigating uncharted waters regarding employee leave requests and employer leave responsibilities under various state and federal requirements. Specifically, employee requests for leave under the newly created Families First Coronavirus Response Act (“FFCRA”) and the American’s with Disabilities Act (“ADA”), have rapidly increased as the pandemic continues to impact the United States and its businesses. As COVID-19 cases are beginning to spike again in various areas nationwide, employers must remain extra vigilant to ensure compliance with their various leave-related obligations.
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Dealing With A Divided Workforce: NLRB Clarifies Standard For Treating Union And Nonunion Workers Differently

on Jul 17, 2019 10:17:00 AM By | Hugh F. Murray, III and Peter Stergios | 0 Comments | Unions Legal Compliance Management NLRB
Under the National Labor Relations Act (NLRA), groups of employees are allowed to determine whether they wish to be represented by a union for purposes of collective bargaining, which sometimes results in businesses having both union and nonunion employees. How an employer treats its nonunion workforce in relation to its union workforce can impact employee morale and raise some significant legal issues. In the recent case of Merck, Sharp & Dohme Corp., 367 NLRB No. 122 (May 7, 2019), the National Labor Relations Board (NLRB) clarified and reaffirmed that for the most part, employers are free to treat union and nonunion workforces differently as long as the employer does not have an improper anti-union motive in doing so.
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