Time & Attendance
By Staff Report
Jun. 5, 2011
• Consider hiring someone in human resources specifically to track and manage the contingent workforce.
• Classify workers carefully and be sure they meet federal and state criteria for independent contractor status.
• Choose the staffing agencies that supply your workers carefully, and make sure your contract with them protects you from legal liability.
• Check the backgrounds of contingent workers as thoroughly as for regular employees.
Workforce Management, May 2011, p. 14 — Subscribe Now!
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