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22nd May 2013, 10:30 AM
Introduction & Opening Remarks to the IHR HRIS Virtual Event
22nd May 2013, 11:00 AM
Making the Grade in Talent Management
22nd May 2013, 12:00 PM
Protecting Your Company from the Departing Employee
Virtual Conferences
21 May - 22 May 2013 - In Progress
Legal and Compliance: Managing Employer Risk
22 May - 23 May 2013
HR Information Systems: Audits, Compliance and Risk Management
30 May - 31 May 2013
Workforce Planning and Analytics
Webcasts
21 May 2013
Employee Handbooks
Virtual Conferences
15 May - 16 May 2013
Employee Wellness
13 May - 14 May 2013
Canadian Masters in HR Strategy and Execution
8 May - 9 May 2013
Benefits: Cost Containment, Audits and Legal Risks
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Temporary Workers, Temporary Risks
Temporary Workers, Temporary RisksAn article in the February edition of the Corporate Counsel, reviews the potential liabilities of working with temporary workers. According to the article, in July, August, and September of 2011 alone, businesses hired 53,000 new temporary workers. The article identifies five risks in hiring temps:
Liability as a joint employer for numerous exposures, including wage and hour, discrimination and harassment, FMLA, ADA, and others.
Entitlement of temporary employees to benefits (understanding employee eligibility is the key).
Failure to provide temporary employees with reasonable accommodation.
Returning a temporary employee to work after FMLA leave.
Unsuccessful attempts to organize a bargaining unit that includes both regular employees and temps.
Every HR executive should read this well-written article. HR That Works Members should look at the Special Report on the Contingent Workforce, which includes a comprehensive checklist.
Liability as a joint employer for numerous exposures, including wage and hour, discrimination and harassment, FMLA, ADA, and others.
Entitlement of temporary employees to benefits (understanding employee eligibility is the key).
Failure to provide temporary employees with reasonable accommodation.
Returning a temporary employee to work after FMLA leave.
Unsuccessful attempts to organize a bargaining unit that includes both regular employees and temps.
Every HR executive should read this well-written article. HR That Works Members should look at the Special Report on the Contingent Workforce, which includes a comprehensive checklist.
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