Today’s on-demand, gig economy has made it more advantageous than ever before to engage workers on a temporary basis, be it through staffing agencies, service providers or directly as freelancers or independent contractors. This shift from a largely 9-to-5 permanent workforce to a flexible contingent workforce, is convenient for both sides, but is not without risk.
Overall, a mismanaged contingent worker program can carry hidden costs, and expose you to significant risks: billing and timesheet fraud, third party risk, co-employment risks, and long-tenure entitlements to name a few.
How is your organization impacted by the rapidly changing local, state and federal legislations across multiple jurisdictions?
HCMWorks will help you assess your risk profile from multiple points of entry to recommend and design a workforce management solution that is layered to provide you end-to-end compliance, effectively mitigating your total risk.
Below are the core areas in which we help organizations reduce their risk:
A properly managed contingent workforce program can protect your organization against many risk vectors, across all categories of non-permanent workers, be it through staffing vendors, directly sourced candidates, independent contractors and SOW resources. HCMWorks will ensure your can confidently draw from the benefits of this increasingly important pool of human capital without exposing yourself to undue risk.
Most business owners do not have the knowledge nor experience needed to properly determine whether a worker is in fact an independent contractor. If the thought of facing a potential misclassification lawsuits worries you, don’t chance it. You need professional advice, and we can help.
Outsource your continent workforce payroll to professionals who have the expertise needed to get it done right.
To avoid class-action lawsuits, your company should consider investing in contingent workforce consultation services.
Worker misclassification is no joke. Are you 100% certain that your contractors are properly classified? How are you making sure that you are following all federal, provincial and state policies to avoid misclassification and potential lawsuits?
HCMWorks will help you properly classify all of your current and future workers.
Contingent labor is increasingly attractive to organizations looking for ways to reduce costs, increase flexibility, and extend capabilities through better access to talent. But your contingent workforce also poses several significant challenges that need to be addressed.
In this white paper, we examine:
Competitive pressure and sweeping changes in the workplace means that your company is, more than likely, considering the huge range of advantages that come with contractors, freelancers and non-permanent workers. However, is your current contingent workforce management strategy truly optimized?
A contingent workforce management strategy is complex and time-consuming, but once perfected the benefits are great. A successful program will lead to increased workforce agility, access to top talent, an improved bottom line, cost efficiencies and consistent hiring processes across your entire...> Read More
There’s no question that throughout the Covid-19 pandemic, clear and transparent communication is paramount. Companies have been challenged with unprecedented emergency measures that require them to stay-informed, pass on new safety information to employees, and ensure everyone in their workforce or on their property is safe.
If you operate an essential service you may have been working through the last few weeks dealing with new health and safety rules or guidelines such as, the allocation of personal protective equipment, changed hours of operation, modified work processes and more....> Read More
The way organizations operate has changed significantly in the past few years, and now with Covid-19 there are even more factors at play. The biggest change for the majority of businesses is a transition to project-based roles using remote workers over full-time positions, which has sparked a seismic shift in the workforce.
When it comes to acquiring top talent in today's market, organizations are now required to be innovative if they are to stay competitive. This goes beyond simply filling full-time positions or accessing the contingent workforce to augment, or even replace, parts of your...> Read More