The staffing industry continues to enjoy growth, as the number of temporary workers reached an all-time high this year.Read More
As more employers use staffing agencies, they should pay attention to the possibility that their organization, and not the staffing agency, could be liable for the conduct of a temporary employee.Read More
We’re hearing more people talk about engagement for contractors and temporary staff, or contingency labor. While this sounds great in theory, how plausible is it? And does it carry the same weight as engaging our direct hires?
— Enough Worries, project manager, architectural manufacturing, Memphis
We are an apparel maker that uses contingent workers for a variety of high-level tasks, such as designers and engineering. Is it important for us to engage them like our paid staff, and if so, why and how do we do it?
—Laboring to Make the Connection, generalist, manufacturer, Memphis, Tennessee
Retail hiring is expected to be high this year, but it’s not expected to surpass last year’s ultimate total — the highest in 12 years.Read More
With issues like the impending implementation of the Affordable Care Act, employers are still hesitant to commit to full-time hires and are looking to temporary staffing to fill the void. Hot List and Data Bank within.Read More
Employers should be aware that the use of temporary workers can pose a number of unanticipated difficulties.Read More
Four in ten employers plan to bring in temporary and contract workers next year, up from 36 percent in last year’s survey and 34 percent in the survey from two years ago.Read More
A group of Illinois workers filed suit against Wal-Mart Stores Inc. and two staffing firms — QPS Employment Group Inc. and Labor Ready - Midwest Inc. — claiming they didn't receive pay for all hours worked and didn't receive employment and wage notices as required by law, according to the complaint in the lawsuit.Read More
Under the notice, which will remain in effect at least through 2014, employers can use a retrospective measurement period lasting between three and 12 months to determine whether an employee's hours meet the definition of “full time” under the Patient Protection and Affordable Care Act.Read More