Back to the Fold Transitioning former employees into contingent workers By Eric H. Rumbaugh, Kelly Rourke and Charlie Stevens
Faced with the ever-growing need for workforce flexibility and just-in-time delivery of worker skill sets, employers have increasingly been moving parts of their traditional employee workforce into a contingent workforce. Many retirees, down-sized employees, and people who just want freedom and flexibility are increasingly opting to work as contingents, even for the companies that most recently employed them. If done correctly, these "alumni" worker arrangements can benefit both the employer and the individual. To realize all potential benefits of this transition, employers must ensure that they continue to comply with applicable employment, labor, and tax laws, and that they properly classify their workforce. This article outlines the issues that employers should consider when transitioning to a contingent workforce. ...
"Even within Europe, there's a misconception that there's free movement of trade and labor effectively between different states. The best advice to get is always in-country advice. So start by getting in touch with a contingent worker specialist."
-- Jane Woodhead, director of finance and European compliance at Hobson Prior International
Median Percent of Revenue Subcontracted In or Out
Calling all Recruiters
A contingent workforce program is only as successful as the temporary workers who constitute it. Recruiting matters. A company can only meet its business goals and mission if it has good talent working for it.
So it's no surprise that staffing firms ...
Who is an Employer?
The recent decision by the California Supreme Court in Martinez v. Combs examines the definition of "employer." The plaintiffs in Martinez v. Combs were seasonal agricultural workers who picked strawberries for Munoz & Sons. Munoz sold strawberries through a number of merchants ...
Staffing Industry Analysts' Products and Services
The 4 Critical Elements of a Contingent Workforce Program: The right questions to ask and where to find the answers
All contingent workforce program (CW) managers seek to continually improve Quality, reduce Cost, increase Efficiency and reduce levels of Risk in their programs. In addition, benchmarking is a critical tool in this emerging area of expertise -- because beyond year over year improvement of your program, you must know how you compare to like programs in like industries.
Based on the maturity of your organization's CW program, these are the questions you must ask around these 4 critical CW program elements: ...
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CONTINGENT WORKFORCE STRATEGIES 30 is published bimonthly by Staffing Industry Analysts and is delivered to buyers of staffing services. For change of email address write to subservices@staffingindustry.com or call 1-800-950-9496.
To contact the editor, please e-mail Subadhra Sriram or call 650.390.6194.
To advertise, contact Diana Gabriel or call 650.390.6193.
Faced with the ever-growing need for workforce flexibility and just-in-time delivery of worker skill sets, employers have increasingly been moving parts of their traditional employee workforce into a contingent workforce. Many retirees, down-sized employees, and people who just want freedom and flexibility are increasingly opting to work as contingents, even for the companies that most recently employed them. If done correctly, these "alumni" worker arrangements can benefit both the employer and the individual. To realize all potential benefits of this transition, employers must ensure that they continue to comply with applicable employment, labor, and tax laws, and that they properly classify their workforce. This article outlines the issues that employers should consider when transitioning to a contingent workforce. ...
"Even within Europe, there's a misconception that there's free movement of trade and labor effectively between different states. The best advice to get is always in-country advice. So start by getting in touch with a contingent worker specialist." 
