Co-employment and Managed Service Providers. A new way to think about navigating co-employment
|
|
- Leo Spencer
- 2 years ago
- Views:
Transcription
1 Co-employment and Managed Service Providers A new way to think about navigating co-employment
2 The U.S. job market consists of 939,000 accounting professionals; 812,000 people are employed by the publishing industry; another 1.2 million workers in the real estate sector; and just over 1 million professionals work in machinery manufacturing. All of these are examples of sizable, high impact industries within our economy. The U.S. contingent workforce: However, none of these sectors matches the size and scale of the contingent workforce, a portion of the U.S. job market that currently employs almost 1.8 million professionals. As a leading indicator of the economy, the contingent workforce will be the first to expand as the economic picture gets brighter. As companies continue to rely on contingent staff as an important part of their workforce strategy, employers need to be mindful of the intricacies that relate to using contingent labor. While many of the well-known aspects of using contingent staff flexibility, lower risk, and cost effectiveness are clearly understood, there are other aspects that have historically lacked clarity and resulted in some less-than-positive outcomes for employers. Perhaps the most significant of these aspects is co-employment. 2
3 Co-employment and Managed Service Providers strength in numbers.
4 What is co-employment? Co-employment refers to a circumstance in which a worker has simultaneous employment relationships with two or more employers for one work situation. This dynamic typically comes into question with contingent workers as the staffing provider and on-site company both assume different portions of the responsibility for an individual s employment situation.
5 Co-employment and Managed Service Providers Co-employment lessons learned from Microsoft. Understanding why co-employment has become a hot topic for HR and legal professionals requires opening a window into one organization in particular: Microsoft. In the early 90s, the company was involved in a class action lawsuit Vizcaino v. Microsoft Corp. in which a group of contingent, contract and independent workers sued the company for access to employee benefits. Upon investigation by the courts, they eventually ruled in favor of the workers and expanded the initial group of plaintiffs from a few hundred to thousands of former staffers resulting in millions of dollars of fees. Although this ruling doesn t apply to all employers who rely heavily on contingent and contract staff, it did bring to light many important missteps that companies need to avoid in order to stay in the clear around lawsuits and penalties. One such misstep, which Microsoft was responsible for, was treating independent contractors as though they were part of the company s permanent colleague base. By providing this same treatment, but not access to benefits, this became an unfair balance wavering against Microsoft s case. Also, and almost more important, Microsoft did not clearly exclude contingent, contract or independent laborers from their employee stock purchase program. The exact wording of their program was written such that all common law employees would be eligible, excluding only those workers who put in less than five months a year. This generalization in their employee stock purchase program benefits package opened the window for the law to include the company s contingent, contract and independent contractors. What can employers do to protect themselves? The Microsoft case caught the attention of employers across the United States, all of which were very concerned about learning from Microsoft s mistakes and protecting themselves. One popular stance taken by companies in reaction to the ruling was to enlist assignment limits within their organizations to limit the amount of time a contingent worker could be with the company. This approach limits a contingent employee s ability to make any claims for benefits as a result of a lack of any long-term employment within their contingent, contract or independent contractors. But, is this the right, strategic response or just a knee-jerk reaction? The reality is that mandating assignment limits is not an effective way to avoid co-employment. The terms of the relationship between the organization and the contingent worker is the more important indicator in this scenario not the amount of time the two parties have been working together. Since the Microsoft ruling, much has been learned about how to prevent penalties from co-employment. 5
6 The evolving role of MSPs in navigating co-employment issues. Co-employment is clearly not something employers can afford to get wrong. While most staffing providers are experts on the co-employment subject, finding the right business partner to align with your contingent, contract and independent labor workers can be a bigger task than just calling a local staffing office. Over the past seven years, there has been an increase in mid- to large-sized organizations looking to managed services providers (MSPs) that offer customized and comprehensive programs. These programs are a blend of contingent labor supply chain management and technology that are managed by a sophisticated program management office (PMO) and governance model. What makes an MSP solution unique is that it provides the expertise and guidance that enables organizations to avoid co-employment pitfalls by: Leveraging technology. Utilizing technology to manage workers assignments and hours worked is a key to keeping up-to-date with your contingent, contract and independent labor workers status. Handling the HR component i.e., pay negotiations, insurance coverage, HR issues, on boarding and off boarding. Allowing the MSP provider to manage all aspects of your contingent, contract and independent labor workers takes the guess work out of co-employment and keeps defined boundaries between you and the workers. Establishing clear boundaries. In a co-employment situation, in order for the staffing provider to be positioned as the primary employer responsible for the worker, there must be clearly outlined roles for each party. All employer responsibilities such as recruiting, pay negotiation, insurance coverage, HR issues, on boarding and termination must be handled solely by the staffing provider with the on-site company only taking responsibility for direction and supervision of day-to-day responsibilities. When either party goes beyond their role, it becomes unclear which party is the primary employer and will make determining employment more challenging. Employers must also be sure that contingent workers are identified differently in their organizations to further illustrate their role versus permanent staff at the organization issuing separate ID badges, having their addresses look different, etc. further differentiates the two parties and their place within the organization. Co-employment can be managed [by outsourcing] services provided by a managed service provider (MSP) that manages and controls its own employees directly. Insulation from the enterprise is provided by the outsourcer s on-site supervisor. HRO TODAY MAGAZINE
7 Co-employment and Managed Service Providers Helping you create a clear and differentiated benefits plan. A major issue in Microsoft s case was their usage of the phrase common law employees in their employee stock purchase program, which only separated employees by length of service. This lack of clarity is what really opened the organization up for scrutiny and penalty. As organizations put together policies around their benefit offerings, it is important to be as detailed as possible outlining exactly which type of employees are eligible for benefits. Clearly detail whether or not contingent, contract and independent workers fall within the plans remit. This sort of clarity can help you avoid questions and litigation in the future. In addition, another effective strategy is having contingent workers sign a waiver that they will not claim access to benefits from their assignment company at any point. Managed service providers will often administer this as part of the on-boarding process. Helping you stay current. Knowing the latest in labor laws and government regulations can be a tough task while keeping up with your contingent workers and suppliers. The MSP provides up-to-the-minute expertise and guidance around co-employment and other labor laws that can affect your business positively and negatively. Your MSP provider should always be updating you on current trends, laws and regulations and works in a consultative manner with you to help mitigate risks.
8 The MSP result: less co-employment risk, greater workforce efficiency. In the current recession, employees who have survived recent rounds of mass layoffs have an increased workload the demand to do more with less is more prevalent than ever. It is not uncommon for organizations that have a growing workload with a shrinking amount of people to slip and end up making a contractor feel like an employee. The delineation becomes blurry since contractors can begin to take on critical roles inside an organization. Has your organization crossed that line? How can you be sure? As you engage with contingent, contract and independent workers, consider utilizing a managed services provider with a customized and comprehensive offering that will handle the complete administration of your organization s contingent labor program. Managing the co-employment framework is what these organizations do day-in and day-out, so they have a unique ability to provide the expertise, guidance and execution that will enable your company to avoid any co-employment pitfalls. Over the years since the Microsoft case, there has been much debate around the dynamics and implications of co-employment. At the same time, organizations have learned how to successfully engage and define their relationship with contingent, contract and independent labor workers. With the right guidance, organizations can avoid issues with co-employment simply by applying the appropriate processes, policies and programs. In the end, what is abundantly clear, especially in tough economic times, is that contingent, contract and independent labor workers are an essential part of any strategic organization s workforce strategy. The key is to ensure you have the right strategy or program in place for managing these types of workers and the result is effective and cost-efficient. For more strategic advice on managing a more productive and cost-effective workforce, please contact an Adecco Solutions professional today at or visit adeccosolutions.com. 8
9
10 Adecco Worldwide Adecco S.A. is a Fortune Global 500 company and the world leader in workforce solutions. Adecco connects over 700,000 associates with business clients each day through its network of over 33,000 employees and 6,600 offices in over 70 countries and territories around the world. Registered in Switzerland, and managed by a multinational team with expertise in markets spanning the globe, Adecco delivers an unparalleled range of flexible staffing and career resources to corporate clients and qualified associates. Adecco North America Adecco is the workforce solutions leader in the United States and Canada, with a comprehensive service offering that includes temporary and contract staffing, permanent recruitment, outplacement and career services, recruitment process outsourcing, training and consulting. In addition to its administrative, clerical and light industrial staffing services, Adecco operates the following specialty divisions: Engineering & Technical Finance & Accounting Information Technology Medical & Science Legal Human Capital Solutions Government Solutions Transportation For more information, please contact us today adecco adeccosolutions.com 2009 Adecco
Managing Co-Employment Risks
Managing Co-Employment Risks A White Paper for Buyers of Consulting & Contract Services Written by: Don Hanson, President Yoh Talent Solutions Today s companies are utilizing temporary employees more than
PROFESSIONAL EMPLOYERS FOR SMALL COMPANIES December 1998
1 PROFESSIONAL EMPLOYERS FOR SMALL COMPANIES December 1998 Small and mid-sized companies can rid themselves of time-consuming administrative functions and save costs on benefits packages by outsourcing
Managed Service Providers for Mid-Sized Companies:
Managed Service Providers for Mid-Sized Companies: How companies spending less than $100 million a year on contingent labor can achieve greater efficiency, compliance and cost savings. 2013 Monument Consulting.
Are you diluting the value of your outsourced recruitment process?
Are you diluting the value of your outsourced recruitment process? Are you capturing the full ROI of RPO? Many enterprises have an outsourced recruitment process solution in place. But is the solution
PART 1: THE WHAT, WHO, AND WHY OF MSP BY JENNIFER SPICHER
THE FUNDAMENTAL S OF MANAGED SERVICE PROVIDER (MSP) PROGR AMS PART 1 OF 3 PART 1: THE WHAT, WHO, AND WHY OF MSP BY JENNIFER SPICHER CONTENTS p3 Introduction p4 Why an MSP is Important p6 What Is an MSP?
better people in a better way sales@pontoonsolutions.com
Value of a Managed Service Provider (MSP) July 2015 better people in a better way +1 855.881.1533 sales@ better people in a better way Value of a Managed Service Provider Borrowing a quote from Benjamin
Randstad Managed Services A better brand of managed services
Randstad Managed Services A better brand of managed services Staffing procurement plus. In today s world of work, contingent staffing has become a function of both Human Resources and Procurement, reflecting
QUICK FACTS. Mitigating Co-employment Risk for a Global Interactive Entertainment Company TEKSYSTEMS GLOBAL SERVICES CUSTOMER SUCCESS STORIES
[ Information Technology, Managed Services Offering ] TEKSYSTEMS GLOBAL SERVICES CUSTOMER SUCCESS STORIES QUICK FACTS Client Profile Industry: Media, entertainment and gaming Revenue: More than $4 billion
Helping our clients win in the changing world of work:
Helping our clients win in the changing world of work: Recruitment Process: Why Outsource? A Manpower Insights Paper The future of RPO looks strong despite or perhaps aided by the current global recession.
Risk Mitigation: The X Factor in Contingent Workforce Management
Risk Mitigation: The X Factor in Contingent Workforce Management Perspective Article In this perspective article, Bartech the leading workforce management solutions provider examines the pivotal role of
Randstad Enterprise Healthcare Solutions. talent, strategic services, workforce management and technology solutions
Randstad Enterprise Healthcare Solutions talent, strategic services, workforce management and technology solutions Randstad Enterprise Healthcare Solutions talent, strategic services, workforce management
HUMAN RESOURCES MATTER:
HUMAN RESOURCES MATTER: Improving Performance and Managing Costs through Human Resource Outsourcing Building Better Business HUMAN RESOURCES MATTER: Improving Performance and Managing Costs through Human
1099 Compliance: Avoid worker misclassification and save your company from financial disaster. Highlights include:
1099 Compliance: Avoid worker misclassification and save your company from financial disaster. Highlights include: FedEx and Microsoft s Misclassification Legal Battles Factors to Determine Independent
Who is BOWEN today? Services Overview. bowenworks.ca
Who is BOWEN today? Services Overview bowenworks.ca BOWEN has evolved over the years. Established in 1974 as an administrative staffing firm, we have leveraged our expertise and reputation in to a full
Part 2: sourcing models
The Fundamentals of Managed Service Provider (MSP) Programs Part 2 of 3 Part 2: sourcing models By Jennifer Spicher contents This is the second of a three-part series designed to outline key components
Part 3: Business Case and Readiness
The Fundamentals of Managed Service Provider (MSP) Programs Part 3 of 3 Part 3: Business Case and Readiness By Jennifer Spicher contents This is the final of a three-part series designed to outline key
Contingent Workforce Program Management: Global Considerations for the Manufacturing Industry
A ManpowerGroup TM Solutions TAPFIN Technical Brief Contingent Workforce Program Management: Global Considerations for the Manufacturing Industry Contingent Workforce Program Management: Global Considerations
Get the Care Your Franchise
Get the Care Your Franchise Deserves with HR Services Savvy franchisees and franchisors alike are leveraging partnerships with professional employer organizations in an effort to manage their compliance.
The evolution. of the IT manager
The evolution of the IT manager The move to service management Executives are turning more and more to IT to help their business swiftly adapt its processes to accommodate changing market conditions. Within
Best Practices of the Most Effective Workforce Management Solutions
White Paper Recruitment Process Outsourcing Best Practices of the Most Effective Workforce Management Solutions MSP or Contractor RPO? Today, organisations recognise that managing their contingent workforce
Solutions for Today. Success for the Long Run. 1/8 Next
Solutions for Today. Success for the Long Run. 1/8 Next Our local Austin office has had the pleasure of working with Integrated Human Capital for the past three years, and have found them to be an excellent
Welcome to PEO 101. Professional Employer Organization Guidebook ADP SMALL BUSINESS GUIDEBOOK
Welcome to PEO 101 Professional Employer Organization Guidebook ADP SMALL BUSINESS GUIDEBOOK PEO Basics & Key Things You Need to Know Question 1 What is a Professional Employer Organization or PEO? Question
A Collaborative Approach to Creating an Agile Workforce
A Collaborative Approach to Creating an Agile Workforce In periods of economic uncertainty, every company strives to increase its agility. During past economic downturns, companies employed tighten your
Recruitment Process: Why Outsource?
Recruitment Process: Why Outsource? Open House November 2010 Think differently about work. John Loukas Manpower Business Solutions Director 2 RPO - Agenda RPO Overview - Definition RPO as a Talent Acquisition
THE FREELANCER MANAGEMENT SYSTEM: What Is Required For The Next Frontier of Enterprise Contingent Workforce Management
WHITE PAPER: THE FREELANCER MANAGEMENT SYSTEM: What Is Required For The Next Frontier of Enterprise Contingent Workforce Management February 2014 Powering the future of business and work WHITE PAPER: THE
LITTLER MENDELSON, P.C. How to Manage Contingent Workers
LITTLER MENDELSON, P.C. How to Manage Contingent Workers presented by: George Reardon, Esq. greardon@littler.com 713.652.4753 Please Note The law can change dramatically overnight by a new court decision
The Five Most Dangerous Assumptions Businesses Make About Independent Contractors
The Five Most Assumptions Businesses Make About Independent Contractors and How You Can Avoid Them! Presented by Collabrus Inc. Contingent Workforce Management & Compliance Solutions Introduction Mitigating
Making the Transition to MSP 2.0
PERSPECTIVE ARTICLE Making the Transition to MSP 2.0 From Implementation Impressario to Innovation Incubator Is Your MSP a Strategic Partner or a Tactical Solutions Provider? A discussion on the changing
3 Strategies for Improving Workforce Productivity
3 Strategies for Improving Workforce Productivity The Ins and Outs of Distribution Center Staffing TZA Workforce Series Strategies for Improving Workforce Productivity The demand for additional distribution
Your Workforce is Changing and So is the way. You Manage it
Optimizing a contingent workforce is humanly possible Managed Service Provider Your Workforce is Changing and So is the way You Manage it In a fast-paced, unpredictable marketplace, organizations must
Is an MSP right for your company?
Is an MSP right for your company? A MSP of one type/model or another should be a beneficial solution for nearly any organization, even one that spends as little as $5 million annually. It s all about aligning
Concurrent Session Strategy Design it Right: Popular Contingent Workforce Program Models, their Pros, Cons
WED, OCT 8 4:30 PM MIRAGE EVENTS CENTER C1 Concurrent Session Strategy Design it Right: Popular Contingent Workforce Program Models, their Pros, Cons Moderator: Subadhra Sriram, Editor & Publisher, Media
Top 7 Reasons Your Company Should Be Using a Contractor Payroll Specialist
. Top 7 Reasons Your Company Should Be Using a Contractor Payroll Specialist . Top 7 Reasons Your Company Should Be Using a Contractor Payroll Specialist Presenters Jason Posel: SVP, Strategy and Solutions
Fieldglass industry-leading Vendor Management System (VMS) powers the flexible workforce.
Fieldglass industry-leading Vendor Management System (VMS) powers the flexible workforce. Take a smarter approach to managing your contingent workforce and services procurement programs. FIELDGLASS Manage
Your Business. Stronger.
ADP TOTALSOURCE Your Business. Stronger. HR. Payroll. Benefits. Maximizing Your Success Imagine being able to reduce the costs and complexities surrounding your employment management tasks. The administrative
CHOOSING YOUR CONTINGENT WORKFORCE MODEL & BUILDING THE BUSINESS CASE
CHOOSING YOUR CONTINGENT WORKFORCE MODEL & BUILDING THE BUSINESS CASE According to Careerbuilder s national survey, employers recently indicated that contingent hiring is expected to increase 10 percent
General Staffing Temporary Work Services. Adecco Ukraine
General Staffing Temporary Work Services Adecco Ukraine Adecco Group and Adecco Ukraine Overview Adecco Group: FY 2010 HIGHLIGHTS Adecco Ukraine: World s largest HR company Revenues of EUR 18.7 billion
Show your value, grow your business:
Show your value, grow your business: A SUPPLIER GUIDE TO MOVE FROM A TRANSACTIONAL PROVIDER TO A STRATEGIC PARTNER KAREN A. CALINSKI INTRODUCTION /02 At KellyOCG we take a holistic approach to talent sourcing
BEST PRACTICES Health Insurance Marketplace Guidance
BEST PRACTICES Health Insurance Marketplace Guidance TABLE OF CONTENTS: Health Insurance Marketplace 3 Small Business Options 8 Notification of Exchanges 10 Common Pitfalls 13 Staffing Plus Solutions 14
Towards a Blended Workforce - the Evolution of Recruitment Process Outsourcing (RPO) Models
Towards a Blended Workforce - the Evolution of Recruitment Process Outsourcing (RPO) Models The UK s ever-fragmenting workforce and the associated challenges of resourcing With research published in September
Inside Outsourcing. Mark Trepanier, EVP, Managed Services, Client Delivery for Axiom. November 2012
November 2012 Inside Outsourcing INTERVIEWED BY LARRY JANIS Axiom is a new category of firm leading the transformation of the half trillion-dollar legal industry. With a radically reduced cost-structure
Build versus Buy. Small Business Resources. Canadian Western Bank 2014 Created by Business Plans Canada
Build versus Buy Small Business Resources The material in this document is intended to provide only general information to Canadian Western Bank s clients and the public, and not for the purposes of providing
HELPING YOU GET ON WITH BUSINESS
HELPING YOU GET ON WITH BUSINESS We feel like Flex HR is a division of our company. They free us up to do what we do best Wendy Heath, Owner, Heath Construction HELPING YOU GET ON WITH BUSINESS A message
TARGETING RECRUITMENT PROCESS OUTSOURCING
TARGETING RECRUITMENT PROCESS OUTSOURCING NelsonHall HR Outsourcing Subscription Service 1 Definition of Recruitment Process Outsourcing (RPO) Recruitment Process Outsourcing is the transfer of operational
www.talenthcm.com The right talent can transform your organisation
www.talenthcm.com The right talent can transform your organisation Benefits QuALITY Raising the bar in managed services A P P R O v e D In an increasingly competitive marketplace, products and services
THE PEO ADVANTAGE. What is a Professional Employer Organization?
What is a Professional Employer Organization? THE PEO ADVANTAGE A Professional Employer Organization (PEO) is a business also known as employee leasing or staff leasing. PEO s provide small and midsized
the growing demand for niche skills: HIGH TECH BY STEVEN SCOTT Vice President of Global Solutions
the growing demand for niche skills: HIGH TECH BY STEVEN SCOTT Vice President of Global Solutions 2 THE HIGH TECH INDUSTRY has remained remarkably resilient in riding the economic roller coaster of recent
ACA: Temporary and Variable Hour Employees Presented by: Larry Grudzien
ACA: Temporary and Variable Hour Employees Presented by: Larry Grudzien We re proud to offer a full-circle solution to your HR needs. BASIC offers collaboration, flexibility, stability, security, quality
TO PEO OR NOT: OUTSOURCING OPTIONS
TO PEO OR NOT: OUTSOURCING OPTIONS FOR YOUR HR NEEDS Whitepaper Businesses, especially small businesses, struggle to keep up with the myriad HR compliance requirements and the expense involved in potential
Key Market Trends, Drivers and Future Directions in the RPO Solutions Business
Wednesday, March 14 2:00 pm Veranda C Concurrent Session: Strategy & New Opportunities Key Market Trends, Drivers and Future Directions in the RPO Solutions Business Moderator: Stephen Clancy, Director,
mitigating and managing risk
mitigating and managing risk contingent labor: What C-Level Executives Should Know Eric s. williams Global companies are increasing their reliance on contingent labor but failing to use the same standards
Healthcare Reform And Its Impact On Contact Center Workforce Management
Healthcare Reform And Its Impact On Contact Center Workforce Management WHITEPAPER Healthcare Reform and Its Impact on Contact Center Workforce Management TABLE OF CONTENTS EXECUTIVE SUMMARY... 2 Understanding
Personal Service. Professional Analysis. Sophisticated Advice.
Risk Management/Insurance Private Client Services Group Benefits Retirement Planning Services SKCG Group SKCG Group is one of the largest privately-held Risk Management/Insurance advisory firms in the
Chris Christian, CIC, RPLU Information for Insurance Professionals In the Know
Staffing Companies and their Exposures A mini-white paper containing an expanded version of information first published as a 5-part series of Knowledge Knuggets "I've got a staffing company." I've heard
Best of Breed HR Separates Good Companies from Breakthrough Companies
Best of Breed HR Separates Good Companies from Breakthrough Companies What s Holding Your Company Back? By Peter Yozzo Doing HR right is more strategically important to companies now than at any other
Staffing Industry Glossary of Terms
Staffing Industry Glossary of Terms These were taken from Staffing Industry Analysts, the foremost research authority of the staffing industry. Contingency Placement The practice of charging a fee to either
Employment Practices Liability Insurance And Your Company: What You Need To Know About EPLI
Passionate Professionals Strategic Solutions Smart Growth Employment Practices Liability Insurance And Your Company: What You Need To Know About EPLI In Total HR Questions & Answers, the PEO (professional
Going Global. Creating a Flexible Workforce Management Program. A TAPFIN White Paper
Going Global Creating a Flexible Workforce Management Program A TAPFIN White Paper Going Global Creating a Flexible Workforce Management Program Today more than ever before, success is measured by how
A global leader in driving high performance through supply chain management outsourcing
Business Process Outsourcing Accenture Supply Chain BPO Services A global leader in driving high performance through supply chain management outsourcing Accenture is helping today's leading companies meet
Recruiting Recovery Finding Hidden Budget Dollars in Optimized Recruiting Practices
Recruiting Recovery Finding Hidden Budget Dollars in Optimized Recruiting Practices HRsmart October 3, 2012 2 Introduction Carl Kutsmode Partner Talent Acquisition Management Consultant with over 18 years
Share Your Liabilities With A PEO Unmasking the super power of co-employment Produced & Distributed by G&A Partners
1 Share Your Liabilities With A PEO Unmasking the super power of co-employment Produced & Distributed by G&A Partners Share Your Liabilities With A PEO: Unmasking the super power of co-employment Have
Cloud Computing. Key Initiative Overview
David W. Cearley Research Vice President and Gartner Fellow This overview provides a high-level description of the Cloud Computing Key Initiative. IT leaders can use this guide to understand what they
INTERNATIONAL JOURNAL OF MARKETING AND HUMAN RESOURCE MANAGEMENT (IJMHRM) HR OUTSOURCING
INTERNATIONAL JOURNAL OF MARKETING AND HUMAN RESOURCE MANAGEMENT (IJMHRM) International Journal of Marketing and Human Resource Management (IJMHRM), ISSN 0976 6421 (Print) ISSN 0976 643X (Online) Volume
Manager Training by HRLC
HR Leadership Council A CLC Service for Midsized Organizations Manager Training by HRLC Course Catalog HRLC has developed a manager training program focused on the most important foundational skills, as
IN TOUGH ECONOMIC TIMES: 4 Key Considerations & 7 Creative Solutions for Immediate Savings
REDUCING THE COSTS OF CONTINUOUS OPERATING SCHEDULES IN TOUGH ECONOMIC TIMES: 4 Key Considerations & 7 Creative Solutions for Immediate Savings Bill Davis, Vice President of Operations INTRODUCTION When
A Perspective on Contingent Labor Management in Refining
A Perspective on Contingent Labor Management in Refining 1 2 Objective and background Widely across the energy industry there has been an effort to optimize the use of contingent labor because of cost
The Future of HCM Technology Wim Valstar, SAP SuccessFactors
The Future of HCM Technology Wim Valstar, SAP SuccessFactors The future of HCM technology. The globalised workforce of today is driving HR organisations to look to technology and thought leaders for solutions
The Future of Workforce Management and Buyer Perspectives
The Future of Workforce Management and Buyer Perspectives Bryan T. Peña, CCWP Vice President, Contingent Workforce Strategies and Research bpena@staffingindustry.com What is the future of work? 2015 by
The Expanding Definition of Employer
The Expanding Definition of Employer Michael Sheehan Anne Pachciarek Tim Brennan May 19, 2015 Contact Information Michael Sheehan Partner DLA Piper Employment Michael.Sheehan@dlapiper.com 312.368.7024
Sage CRM Solutions. CRM The Way You Want It. Freedom
Sage CRM Solutions freedom of choice CRM The Way You Want It. Sage CRM Solutions Freedom Picture all of your customers in a single room. It s a big room. You look left. You look right. You see row upon
Innovation Track Programme Models for Contingent Workforce Management
WEDNESDAY 4:35 5:35 PM GARDENIA Innovation Track Programme Models for Contingent Workforce Management Moderator: Kersten Buck, Director, Strategic Solutions, Staffing Industry Analysts Panellists: Sebastian
Your Recruitment Process & the Recovery:
Hr WHITEPAPER Your Recruitment Process & the Recovery: Strategies for Success By Josh Sorkin & Jesper Bendtsen P CONTENTS INTRODUCTION: Why Do Companies Outsource? THE Recruitment Models: An Overview Strategies
Global Managed Services A better brand of managed services
Global Managed Services A better brand of managed services Staffing procurement plus. In today s world of work, contingent staffing has become a function of both Human Resources and Procurement, reflecting
MOVING BEYOND BIG BUSINESS:
MOVING BEYOND BIG BUSINESS: Changing Market Dynamics Drive Emergence of MSP Solutions for Lower-Volume Programmes Sean Garbett General Manager, Europe TAPFIN Introduction Managed Service Provider (MSP)
Human. Rısk. By Matt Shadrick and Seymour Adler, Ph.D., Aon Consulting Worldwide
10 08 The Magazine of WorldatWork WHY YOU SHOULD BE A Capıtal Human Rısk Manager QUICK LOOK When asked about your HR department s strength today, only 5 percent said strategic HR differentiation. Evaluating
LATEST TRENDS IN LEGAL BUSINESS PROCESS OUTSOURCING
LATEST TRENDS IN LEGAL BUSINESS PROCESS OUTSOURCING 1 May 29, 2014 WELCOME TO OUR WEBINAR SERIES I have invited you, key stakeholders and decision makers involving your Business Process Outsourcing solutions,
An Employer s Liability when using 1099 Contractors or "Independent Contractors"
White Paper An Employer s Liability when using 1099 Contractors or "Independent Contractors" March 8, 2010 A 1099 contractor, or an independent contractor, is a legal and tax-related term used in the U.S.
IS A STAFFING COMPANY REALLY WORTH IT?
IS A STAFFING COMPANY REALLY WORTH IT? What you may not know about the value of using a staffing company could be hurting your productivity, stifling innovation, and impacting your bottom line. THE VALUE
Workforce Planning: Strategic Insourcing Is Your Competitive Advantage!
Workforce Planning: Strategic Insourcing Is Your Competitive Advantage! A white paper from Workforce Planning: Strategic Insourcing Is Your Competitive Advantage! As of Q4 2010, consultants, independent
A Practical Guide to Seasonal Staffing Alternatives
A Practical Guide to Seasonal Staffing Alternatives It s summer and time to plan for your peak staffing needs for the busy holiday season. While your base staff will carry you throughout the summer, you
Survey Findings. HR Outsourcing Trends and Insights 2009
Survey Findings HR Outsourcing Trends and Insights 2009 About Hewitt Associates Hewitt Associates (NYSE: HEW) provides leading organizations around the world with expert human resources consulting and
UNLOCKING THE VALUE OF THE TOP SUPPLIERS
UNLOCKING THE VALUE OF THE TOP SUPPLIERS THE POWER OF OPTIMIZING YOUR TALENT SUPPLY CHAIN TOM TISDALE TABLE OF CONTENTS 3 Introduction 4 Analytics considers the continuous flow of talent through a business
The Cisco Mobility Express Solution
The Cisco Mobility Express Solution A business-grade, affordable mobility solution for small and medium-sized businesses with up to 250 employees. Executive Summary This document presents the Cisco Mobility
Change is Good. By K. Yates. Figure 1: Why converged communications matters. IT/Telecom used to generate Enterprise top line growth
Change is Good By K. Yates The past 10 to 15 years have seen a shift in how executives view IT/telecom infrastructure. In the 1990s, executives managed IT/telecom to reduce its cost; in the early to mid-2000s,
Onboarding. Design Build Attract
Onboarding Design Build Attract The most critical time in an executive s career is the first 100 days in a new role. Executives promoted or hired into new roles are expected to not only find their way,
PEOs Behind the Fluff, Are They Viable Options in Today s Benefit World?
PEOs Behind the Fluff, Are They Viable Options in Today s Benefit World? PEO an acronym that can strike fear and anxiety into an insurance broker s inner core may turn out to be one of history s more adaptable
innovative solutions
Finding the best talent is humanly possible Recruitment Process Outsourcing Looking for talent? the best Having the best talent is a competitive advantage in today s demanding and complex world. Because
Prestige Staffing Personnel is locally owned and operated and has continuously provided
Company profile The Complete HR package Prestige Staffing Personnel is locally owned and operated and has continuously provided the complete human resources package on a national level since 1998 including:
Law Firm MANAGEMENT. Is outsourcing right for your firm? For good referrals, ask good questions. How to use leverage to your firm s advantage
Law Firm MANAGEMENT Is outsourcing right for your firm? Eye on associates Tips for effective performance-based compensation For good referrals, ask good questions How to use leverage to your firm s advantage
EMERGING TRENDS IN HR AND RECRUITMENT SERVICES Martin Nicholls
EMERGING TRENDS IN HR AND RECRUITMENT SERVICES Martin Nicholls WHO IS KELLY? Since 1946, Kelly has grown to be a global leader in delivering workforce solutions. Revenue exceeds US$5.6 b EMEA AMERICAS
Why SaaS Makes Sense in a Changing Economy
Why SaaS Makes Sense in a Changing Economy When the economy takes a downward turn, corporate IT budgets are usually one of the first casualties. This is the case with the current recession, as evidenced
strategic workforce planning: building blocks to success
strategic workforce planning: building blocks to success Foreword by Tom Kaminsky The ability to attract and retain people with valuable skills that meet business objectives is vital for companies seeking
Optimizing Talent: Blended Solutions for Europe s Human Age Jilko Andringa Managing Director for Central Europe and ManpowerGroup Solutions RPO Europe
Optimizing Talent: Blended Solutions for Europe s Human Age Jilko Andringa Managing Director for Central Europe and ManpowerGroup Solutions RPO Europe The European Union s (EU) largest employers have
Rethinking Talent Management: Where Do We Go from Here?
LEADING THE WAY IN SPECIAL ADVERTISING SECTION Rethinking Talent Management: Where Do We Go from Here? O BY Is the Great Recession finally over? While economists argue both sides, one thing is certainly
How HR and Benefits Technology Enhances the Agent/Broker Value Proposition
How HR and Benefits Technology Enhances the Agent/Broker Value Proposition...and how agents and brokers can move to a more consultative model, differentiating themselves in today's changing benefits landscape
Health Care Reform and Small Businesses:
Health Care Reform and Small Businesses: The Heightened Role of PEOs The sweeping changes laid out in the Affordable Care Act (ACA), or health care reform, have left small business owners facing a number
How to Select, Manage & Implement an RPO
Top 10 Tips: RPO How to Select, Manage & Implement an RPO We show you how a good RPO will go above and beyond the label - and how to find the right one for your company. Stakeholders RPO shouldn t be just
The Fundamentals of Managed Service Provider (MSP) Programs
Part 2 of 3 The Fundamentals of Managed Service Provider (MSP) Programs Part 2: Sourcing Models kellyservices.com Table of Contents Introduction / 3 01 Is it a Sourcing Model, or an MSP? / 4 Master Vendor
Outsourcing Employee Benefit Plan Services
U.S. Department of Labor ERISA Advisory Council Testimony On Outsourcing Employee Benefit Plan Services Testimony presented by Terrance P. Power, ERPA, QPA, AIFA, CRPS President, The Platinum 401k, Inc.