A US circuit court ruled the National Relations Labor Board in 2020 improperly applied its standard to conclude that Browning-Ferris Industries wasn’t a joint employer.
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The National Labor Relations Board officially put redefining joint-employer classification on its agenda; the public comment process should open in September.
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Comcast and its staffing supplier, Robert Half, face a potential class action suit for allegedly failing to pay overtime wages to contingents working as incident managers.
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Two recent court cases drew clear lines distinguishing between joint-employer and independent contractor classification analysis. Contingent workforce program managers will want to take note.
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A customer support outsourcer allegedly sought women of color for roles and misclassified them as independent contractors; Comcast is included as co-employer.
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The NLRB is poised to abandon the current standard for determining whether independent contractors are properly classified; Massachusetts’ High Court sets standard governing joint-employer liability.
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While not liable for alleged sexual harassment of a contractor’s employee as a joint employer, a company may face fresh claims stemming from its control of the worksite.
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As we await OSHA’s rules for implementing the Biden administration’s vaccine mandate, SIA’s director of legal and regulatory research anticipates programs’ likely responsibilities — and potential costs.
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Asking your staffing provider to use discriminatory hiring practices can land both firms in hot water, as can unconscious biases. Be sure your program stakeholders are on the same educated page to ensure a fair and inclusive process.
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A federal jury in San Francisco awarded a contingent worker at Tesla Inc. $137 million in damages in a racial discrimination lawsuit. The award included $130 million in punitive damages.
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VMS pricing modelsWhile contingent workforce programs’ appetite is increasing for alternative VMS pricing models, fee as a percentage of spend remains dominant.