• 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!