If you are a business owner, CEO, senior manager, or any type of manager, chances are that you interface with people who provide services for you on your premises but are not on your payroll. They’re not your employees, are they? If they’re not your employees, you have no employer responsibility toward them, do you? The reality is you might be a co or joint employer. If so, then it is even more important than ever for you to be aware of, and compliant with the different federal and state employment laws that protect all your workers. Companies such as Wal-Mart, Amazon, and many others, large and small, have found themselves in court answering claims of workers they never dreamed were their employees—and they are paying the price. You do not have to pay that price though. You can learn from their mistakes. You can learn what to do and what not to do through this webinar.
This course will help attendees identify and understand their responsibilities as co-employers or joint employers. It will elaborate co-employment liabilities of an employer and discuss case studies of recent legal disputes and settlements.
If you ever augment your workforce by contracting with a third party that supplies you, workers, you probably have obligations toward those workers as an employer - even if they are not on your payroll, and even if the other company performs many administrative functions, such as screening, hiring, paying, recordkeeping, etc. Courts, legislatures, and other federal and state government agencies are increasingly likely to find businesses using workers contracted through third parties liable for violations of wage payment, discrimination, harassment, worker safety, benefits, and a myriad other federal and state employment laws that they never imagined applied to them because they assumed these workers were not their employees.
This webinar will help you determine if you are a joint employer, and if so, how to minimize your liability.
17 years after Vizcaino v. Microsoft (i.e. the Microsoft case), businesses using contracted workers—and even the companies that supply them — still show a fundamental lack of understanding as to how and when they could each be held liable as an employer of such workers. These employees are often referred to as common law employees of the client company, whereas the supplying company may be seen as the primary employer or the employer of record. In all likelihood, the client company and the supplying company are co-employers of these supplied workers and will each bear employer responsibilities.
This webinar untangles the co-employment web to help you understand:
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org