The use of contingent workers in America has been growing exponentially over the last few years, and this growth is led primarily by a few industries such as retail. To put the popularity of this flexible component of workers with the retail industry in perspective, we need only look at how 82% of retail companies revealed in an interview that they are increasingly using contingent, intermittent, seasonal or consultant employees.
Retail withstood the onslaught of online shopping with virtual malls stocked with millions of products to stay afloat. It offers its own irreplaceable attractions such as the luxury of roaming the aisles and the indulgence in impulsive shopping triggered by a more sensory experience of seeing, touching and trying on items. Both brick-and-mortar stores and online retail stores are vying with each other as they compete with for market share. As the retail industry spreads its wings and grows, most retailers are looking for contractors rather than full-time employees to meet their manpower needs.
The retail industry used huge numbers of contingent workers in many of these roles, and many of them face litigation for violating employment laws. Some common violations for which many retail industry players have faced flack and need to guard against are detailed below:
But it must be noted that we also have three retail players, Publix Super Markets, Whole Foods Markets and Nordstrom, in the list of top 10 employers. The retail industry, which is famous for its on-demand nature of business, usually hires thousands of contingent workers in December to meet the increased demands of the holiday season. It may see huge demands alternate with abysmal sales, which makes a contingent workforce program an ideal choice for its talent needs.
If you work in the retail industry, how do you manage your contingent workers?
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