The DCR Workforce Blog is dedicated to bringing its readers posts that discuss trends and developments in the contingent workforce industry and its regulatory environment, as well as the efficient management of employer-employee relationships. We want to take this opportunity to thank our readers for encouraging and motivating us to continuously research and provide commentary and insight into relevant happenings in our market. Over the past year, the DCR Workforce Blog has published 171 blogs and we have welcomed 3,739 new readers. As we head into a new year if we had to disclose one unfulfilled wish it would be for our readers to more actively share their experiences and engage in lively discussions with us on the wide variety of topics we cover
As we close out 2015, here’s a countdown of our 10 most popular blogs this year.
This guest blog by industry luminary, Christopher Dwyer of Ardent Partners, updated our readers on the State of Contingent Workforce Management, five months into 2015. The popularity of this post is a testimonial to the evolving nature of our industry which calls for awareness and preparation!
Employers starved for STEM talent are always eager to learn more about the latest in the rulings of the Department of Home Security’s eligibility criteria which decide the number of foreign STEM workers they will have access to and need to compete for in the job market.
Independent contractor misclassification is a source of concern to all employers and more so for Information Technology (IT) workplaces. As more IT professionals choose to work independently, employers had better put some safeguards in place to protect themselves from possible 1099 misclassification charges.
Staffing agencies are the employer of record for contingent workers and bear the responsibility for offering Affordable Care Act (ACA) qualified medical insurance coverage to 70% of their eligible employees. This post covers the minor details of what is expected of staffing agencies if they wish to stay compliant with the ACA.
In this guest blog, we once again have Christopher Dwyer of Ardent Partners explaining the need for a Contingent Workforce Management program which can deal with the complexities of managing non-employees who deliver project-based services through Statement of Work contracts. According the research findings of Mr. Dwyer, this is something only an innovative and next generation Vendor Management System (VMS) can achieve.
How does a contingent worker claim involuntary unemployment and claim compensation? This is a very important question in these days of exponential growth in non-traditional employment relations. The popularity of this post goes to prove that this is an area of interest for the workers as well as the employers.
Disability should not disqualify a worker from finding suitable employment. At the same time, when accommodating workers with disabilities, employers need not go out of their way. The trick lies in being fair and imaginative, when planning a reasonable accommodation; the law does not expect an employer to sacrifice business performance when offering an accommodation.
India is one of the top outsourcing destinations of the world, and managing a team in India from the USA is not always easy given the cultural differences and communication challenges. This post provides a game plan, by shedding some assumptions and investing in some efforts, to make your off-shored project a success by building a cohesive and competent team with a shared work ethic.
Every employer in America is aware that independent contractor classification is fraught with risk, because of the penalties they face for misclassification. In this blog post, we looked at the regulatory environment surrounding the use of independent contractors in Australia, Brazil, Canada, China, France, Germany, India, and other countries including the Agency Worker Regulations of the United Kingdom.
And our number 1 blog post from 2015 is:
This post takes a look at why the Affordable Care Act (ACA) will have more impact on the contingent workforce industry than on permanent workers. These workers have short tenures at various assignments, and do not generally merit benefits like health insurance. But not anymore! We unravel the primary concern with regard to the determination of the employer of record and the contractual terms of the agreement between the staffing agency and its client!
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