Legal

Real-time solutions for drug detection support safer workplaces, aligning with evolving marijuana laws and reducing on-the-clock impairment risks.

From workers’ compensation to data protection liabilities, staffing firms need to ensure that any compliance-related knowledge gaps are quickly closed.

With all the grace periods either already ended or expiring in August 2024 and the first annual report due in September 2024, time is running out to comply with the amended Australian legislation.

In the face of labor shortages and regulations that limit the opportunity for gig work, we must give independent workers more freedom, not less, to pursue the type of work they want.

The Department of Labor’s new rule on overtime takes effect July 1, and its effect could be far reaching. Here are some of its implications as well as workarounds to ensure a stable and steady workforce.

If the sweeping ban survives the inevitable court challenges, it could seriously damage staffing firms.

The workforce management landscape is undergoing another major shift. The US Department of Labor’s final rule under the Fair Labor Standards Act on independent contractor classification went into effect on March 11, 2024 — proving everything that’s old is new again.

UK staffing businesses are looking for stability as well as growth opportunities, which requires a strong economy, which in turn necessitates fair employment regulation in the UK, something that hasn’t yet been delivered.

Effectively managing many contractors requires staying updated on tax and labor laws to avoid penalties. Understanding the differences between contractors and employees, their tax requirements and compliance is crucial to prevent unexpected costs. With tax season comes additional administrative burden, shifting focus from strategic areas.