Purchase any WEBINAR and get
Validity : 21st Sep'21 to 01st Oct'21
Under the Obama Administration, the National Labor Relations Board, the U.S. and state Departments of Labor and a number of other agencies broadened the definition of the term “joint employment” to include companies that previously did not have to concern themselves with this issue, and then seem to reverse their positions. The courts have handed down rulings that often seem to conflict with agency rulings, causing much confusion.
Under the Trump Administration, the NLRB then narrowed the definition of “joint employer”. Now, the Biden Administration has proposed rescinding the narrower rule implemented by the Trump Administration.
Many well-intentioned employers are understandably confused, and could find themselves making significant pay-outs. What’s an employer to do? An understanding of who likely is (and is not) a joint employer, coupled with a little bit of proactive, preventative planning can go a long way toward minimizing joint employer liability.
Either way, you need to have a handle on the expanding concept of joint employment and how it may affect you and your business. This webinar will help you understand when and how you might be a joint employer, your responsibilities and what steps you can take to better protect yourself
Do you use staffing agency employees (“temps”) to augment your workforce? Do you ever “borrow” employees from an affiliate, subsidiary or parent company? Are you a franchisor with one or more franchisees, who in turn hire employees? Did you know that you may have employer responsibilities to those employees in addition to the ones actually on your payroll? Even if they are not on your payroll, even if you did not directly hire them, you may be a joint employer. You may have as much responsibility as the entity that did directly hire them or who does “payroll” them. Sound confusing? It doesn’t have to be. This webinar will help de-mystify the concept of joint employment, and help you determine if and when you are a joint employer, and what to do –and not to do—if you are.
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