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Risk Mitigation

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Mitigate Risk, Reduce Costs And Manage Your Contingent Workforce

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:

  • Employee Classification Management
  • Co-Employment Risk Management
  • Tenure Management
  • Liability and Insurance Management
  • Program Administration & Compliance
  • Consistent Onboarding & Offboarding
  • Supplier Validation and Risk Assessment
  • Contract Management
  • Directly Self Sourced Contractors (Independent Contractors/Temporary Workers)

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.

Mitigate Your Risks

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.
Reduce the Strain - Invest in Contingent Workforce Consultation Services

Reduce risk by outsourcing your contingent workforce payroll

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.

Invest in Contingent Workforce Consultation Services

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.

The HCMWorks Blog

Who is Responsible for the Contingent Workforce: HR or Procurement?

Who is Responsible for the Contingent Workforce: HR or Procurement?

For the past decade the gig economy - which is made up of contingent workers, such as freelancers, contractors, consultants and temporary workers - has been increasing rapidly. It’s now widely believed that as much as 30-40 per cent of the entire US workforce is working in contingent roles.

Traditionally, these contingent workers were perceived as lowly paid workers who filled, mostly, unskilled jobs. This is definitely not the case any longer, as highly-skilled workers are actively seeking out contingent work so they are free to work from where they want, at what time they want - all...

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4 Ways to Improve the Performance of Your Contingent Workforce

4 Ways to Improve the Performance of Your Contingent Workforce

With an estimated 30-40 percent of the US workforce now making up what we call the contingent workforce, large organizations must now shift their talent acquisition and workforce management strategies if they are to meet workforce targets.

These contingent workers, which are made up of freelancers, contractors, consultants and temporary workers, offer a wide range of benefits for your company, including:

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What is an MSP and how Will They Revolutionize Your Contingent Workforce Management Strategy?

What is an MSP and how Will They Revolutionize Your Contingent Workforce Management Strategy?

Today’s business landscape has changed dramatically from that of 10 years ago. Large organizations now rely on a broad pool of vendors to supply the assets they need if they are to continue to meet the demands of their clients and grow.

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