Forums
A Twist on the IC Issue
Legal Forum
A Twist on the IC Issue
Discuss employment-law issues such as family leave, overtime, disabilities law, harassment, immigration and termination.
I'm curious to find out how many of you maintain minimal data on your non-employees (contractors, vendors, etc) who have access to your facilities and/or data systems within your HRIS. I know all the
0
Cat:Topic ForumsForum:ForumId54
Cat:Topic ForumsForum:ForumId54Discussion:DiscussionId36239
Forums » Topic Forums » Legal Forum » A Twist on the IC Issue
|
A Twist on the IC Issue
posted at 11/5/2009 6:06 AM EST
|
Posts: 217
First: 3/22/2005 Last: 8/29/2011 |
I'm curious to find out how many of you maintain minimal data on your non-employees (contractors, vendors, etc) who have access to your facilities and/or data systems within your HRIS. I know all the top-tier HRMS applications have very specific ways of indentifying "persons of interest" to avoid co-employment, but I need some names of companies that are actually doing this.
If you or your organization does, has, or will be using this model, it would be very helpful for our business case. Thanks |
|
|
A Twist on the IC Issue
posted at 11/6/2009 6:54 AM EST
|
|
Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
Agree with the other two. Our accounting dept has a copy of their W-9, puts their information into our accounting system and sometimes I help the legal dept put together the contract and keep a copy to prove this person was NOT an employee. But they are NEVER in our HRIS system. |
|
|
A Twist on the IC Issue
posted at 11/12/2009 5:41 PM EST
|
|
Posts: 217
First: 3/22/2005 Last: 8/29/2011 |
Our reason is we have a number of contractors,, over 3000)that work on and in our systems. Today we have a very manual, (and not secure or traceable) process to provision them to our systems. They are also badged but we don't have an easy way to tell when they're gone and therefore their access should be revoked. Within our HRIS, we can automatically provision them to systems, give them an email address, a phone number and badge access. Then, when they leave or their contract expires, we can also very easily "terminate" them and have it all flow all the way through. They would also appear in the managers' self service view so they can manage them out, or, if, God forbid, something happened to them, we could call their emergency contact for example.
I'm not refering to the FedEx guy, but we require anyone who has access to our facilities to sign NDA's for example. So I guess I'm not looking for reasons why not to, I'm looking for other companies (40k employee range) that have done this and what your experience was. TIA |
|
|
A Twist on the IC Issue
posted at 11/13/2009 2:42 AM EST
|
|
Posts: 1771
First: 10/24/2002 Last: 9/14/2011 |
Well, I certainly haven't worked for any companies that had 40,000 employees, however I did work for a company with 14,000 employees + a whole lot of contractors (several hundred). It wouldn't have occurred to that company to put those contractors into its HRIS, then or now. The contractors were (and still are) stored and tracked in a separate software program. |
|
|
A Twist on the IC Issue
posted at 11/13/2009 3:21 AM EST
|
|
Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
Robin,
I didn't realize your company was that large. It sounds like you have found the best way for your systems to work for your company. Especially since your HRIS system seems to interact with other parts that are needed. It doesn't sound like it would be reasonable to setup a 2nd system just for contractors, however, it might be reasonable to have them marked as a different class within HRIS so they can be easily separated/reported out. However I would make sure that there is a distinction in actual information kept -- does the system require information that would normally NOT be taken from contractors? Like I-9 information? And I would audit information going out -- to things like the 401k plan to make sure no contractors are showing up in that data. Or other employee benefits/counts. |
|
|
A Twist on the IC Issue
posted at 11/13/2009 7:00 AM EST
|
|
Posts: 217
First: 3/22/2005 Last: 8/29/2011 |
Thanks for thos eissues. We do have a way to mark them as non-employees, or persons of interest, so they have no "employee" like data, no I-9 or work schedule or position or pay or tax data. They would be assigned a unique identifier but we do that now, just manually. We are looking to send this data to the system that manages their time so that it's all in sync. And even though they are not our employees or contractors, we have a lot of people who wander around our offices (plant ladies, janitors, etc.) who, again, can see and hear things that are priviledged. We are in the process of having all of them sign NDA's as well.
|
Forums » Topic Forums » Legal Forum » A Twist on the IC Issue
