Practical HR Tips, News & Advice. Updated Daily.
President Donald Trump’s recent executive order (EO) placing limits on the diversity training that federal employers and contractors can offer is raising concerns of a chilling effect on employers’ diversity, equity, and inclusion efforts.
A new proposed rule from the U.S. Department of Labor (DOL) would make it easier for employers to justify classifying certain workers as independent contractors, but misclassifying workers would still be a costly mistake.
Uber and Lyft are under orders to reclassify their drivers in California as employees instead of independent contractors, after a judge issued a temporary injunction on August 10. Uber quickly announced it would file an emergency appeal.
The National Labor Relations Board’s (NLRB) latest decision in a case involving the misclassification of workers is further evidence of the Board’s willingness to reverse precedents set under the previous administration, but the decision doesn’t lessen the risk of misclassifying employees as independent contractors.
Nevada’s new law on determining whether workers should be classified as employees instead of independent contractors takes effect July 1.
Employers in New York City are under pressure to have employees trained under the city’s new sexual harassment prevention law.
When we think of HR, we tend to think of business casual dress in an office environment. But some of the companies that might benefit the most from a strong HR department do not fit that mold.
Over the last 10 years, analysts have told of the decline of traditional employment in favor of independent contractors and the so-called gig economy. Instead, a casual workforce would arise, working when they want and trading security for flexibility. Workers were hired as independent contractors, consultants, franchisees—anything but employees. Gig work seemed like the path […]
In yesterday’s Advisor, we noted that interviews can sometimes be a bottleneck in the hiring process. We started an outline of some alternatives to either bypass or improve the in-person interview. Let’s take a look at a few more options here:
The California Supreme Court’s ruling in a case exploring how workers should be classified—either as independent contractors or as employees—means California businesses will have a tougher time justifying independent contractor classifications.