Invent

2011 October

Top 10 Reasons YOU want to be @ Impact99

This 1 day conference runs on November 7th at Evergreen Brick Works and focuses on helping businesses and employees better understand and leverage social media in the workplace. You’ll be instructed by 20 of North America’s most respected social media coaches on what you need to know in each of the top social media platforms.

Visit www.impact99.ca/aquamish/speakers.html for our all-star line-up.

Impact99 will help you understand why HR needs a social media strategy as much as the marketing department does. You’ll get coached by 20 of North America’s most respected social media experts, and learn how to develop a social HR strategy. Our speakers will explain why it’s the most important think HR can focus on in a digital age. Not familiar with social media? Impact99 will teach Social Media Basics for the HR leader: this includes Facebook, Twitter, Google+, Youtube, Recruiting platforms, SEO, Blogs.

You’ll learn how to stand out as a top employer and effectively use social media in the workplace, and discover how to find staff in a digital, social media world. Break free of traditional ways of finding and retaining talent. Find the best candidates (and have them find you) using social media. Discover new ways to retain staff and apply social media to every phase of your employee life cycle, and help your organizational culture come to life with new digital platforms.

Listen to wins and misses from real organizations on their social HR journeys: Why there is only one way forward.

Canada needs more HR trailblazers. This is more than just a conference. It is also a way for leaders just like you to come together, share their experiences, meet the experts and network – all in an inspired venue!

To register, visit http://impact99to.doattend.com/

Read more...

Jeff Nugent to Discuss "Integrating the Contingent Workforce into the overall Talent Mix" At 2011 Recruitment Innovation Summit

On October 26, Jeff Nugent of Contingent Workforce Solutions will discuss “Integrating the Contingent Workforce into the overall Talent Mix” at the 2011 Recruitment Innovation Summit.

This session takes a holistic view of guiding Human Resource leaders through strategically integrating independent contractors into their talent mix. From developing a centralized contract talent acquisition program to ensuring standardized contract worker vetting and engagement models, Jeff Nugent will discuss industry leading practices that will demonstrate how Human Resource professionals can gain control of their contract workforce. By having visibility into this growing segment of the workforce employers can eliminate employment and tax law risks, streamline the process and save tons of money on contract worker spend and staffing agency fees.

For more information about the Recruitment Innovation Summit, Click here.

For more information about how Contingent Workforce Solutions can help your business, Click here.

Read more...

Changing Workforce Requires New Employer Branding Techniques

With the news that the employment outlook appears bleak in the near future, it is time for companies to take a new approach to their recruiting practices, management, and also their employer brand.

It is well known that for many years workers have felt lower job security and this has only been enhanced by the current economic climate. Younger workers tend not to feel close ties to their employers, and would take a job at another company if a better opportunity arose. Many workers also find the idea of multiple careers appealing, and enjoy the challenge of learning new skills.

Many workers are turning to temporary and contract labour as an alternative to full time work because they have become disillusioned with the idea of only working for one company through their entire careers. Contingent labour currently accounts for 25% of the workforce, and is expected to grow to 35% of the total US workforce within a decade.

While these statistics are staggering, many organizations have not modified their recruiting practices to match the current workforce. Specifically, many organizations have not modified their employment brand to appeal to the best and brightest in the freelance and contract workforce.

Traditional employer brands emphasize the tangible and intangible benefits of a long career at their organization; however different messages need to be communicated to the contract workforce. These messages should concentrate on the enhancement, training and new knowledge, and networking opportunities that the freelancer will receive if they join your organization.

Social media and events can be great platforms through which you can communicate your employer brand to the contract workforce community. Freelancers and Contractors tend to be very active in these channels.

In addition to their employer brand, organizations must take the necessary steps to ensure that they are properly classifying and administering their contract staff. As the contract workforce grows, it becomes increasingly important for organizations to mitigate risk and ensure compliance.

Changing workforce demographics require organizations to transform the way they recruit and the way they manage recruits. To find out more about how your organization can benefit from contract workforce consulting, Managed Service Provider, or payrolling services, contact Contingent Workforce Solutions at:

Christina Fabugais
Marketing Manager
Contingent Workforce Solutions Inc.

Direct Phone:  416-642-9077
Toll Free:  1-866-837-8630 x9077
Email:  christina.fabugais@cwsolutions.ca

Read more...

FedEx Contract Labour Dispute Showcases Importance of Contract Labour Risk Mitigation

The courts continue to deal with ongoing contract labour disputes due to lack of due diligence in consistently classifying workers and ensuring that contractual agreements are legal and fair. The following FedEx lawsuit from Helena, Montana exemplifies many of the complex legal issues that can arise when organizations have not properly protected themselves.

For the full article, click here

Federal court judge Charles Lovell in Helena has said that the arbitration clauses in FedEx contracts with its drivers are so one sided that they are “Unenforceable”, and has ruled that the lawsuit move forward without arbitration. Lovell also ruled to dismiss four of the eight complaints made by Tracy LaSalle in his wrongful discharge lawsuit filed against FedEx Ground Package System. The dismissed complaints include malice, violation of Montana’s independent contractor law by misclassifying him as an independent contractor instead of an employee, unjust enrichment, and not paying him for overtime.

Lovell wrote that, under the law, an arbitration provision is unenforceable when it is both “procedurally and substantively unconscionable”, and this case falls into that area. Lovell ruled to wave the arbitration primarily because it unfairly requires “binding arbitration of the weaker bargaining party’s claims, but allows the stronger bargaining party the opportunity to see judicial remedies to enforce contractual obligations”. Lovell stated that “This type of disparity can become so one-sided and unreasonable that the agreement becomes unconscionable and oppressive.”

LaSalles’s lawsuit is part of a larger issue in which FedEx drivers argued that they were employees rather than independent contractors, and as such should be awarded overtime and holiday pay, and not be required to pay operating expenses for delivery vehicles, renting uniforms, and fuel.

In October 2010 a settlement was reached with FedEx that said the delivery drivers were, in fact, employees, but it also outlined a business model in which they could still be private contractors if they handled numerous routes instead of just one. Initially the required number was three, and LaSalle tried to sell his route. However, FedEx then changed the number of routes to two, and LaSalle’s sale fell through and he claims to have lost $175,000.

The October 2010 precedent setting settlement has had a large impact on LaSalle’s case and other subsequent trials. This case indicates that it is increasingly important for companies to perform the necessary steps in order to ensure compliance with contract labour law and tax regulations.

For more information about how your organization can mitigate contract labour risk, contact Contingent Workforce Solutions at:

Christina Fabugais
Marketing Manager
Contingent Workforce Solutions Inc.
Direct Phone:  416-642-9077
Toll Free:  1-866-837-8630 x9077
Email:  christina.fabugais@cwsolutions.ca

Read more...

Contract Work: The Silver Lining in Youth Unemployment

Youth unemployment has been a hot topic in the news lately, with youth unemployment rates reaching as high as 40% in economically troubled countries such as Spain. While the outlook is not so grim in Canada, many people are still concerned. Youth often face more difficulties finding work during a recession because of increased competition from more experienced candidates.

It’s not all bad news. Companies are starting to realize that as baby-boomers retire they will be left with a large employment gap to fill. This means that young people need to be trained and ready to move into these roles. One of the easiest ways for companies with limited resources during difficult times to train potential new employees is by hiring young contract workers. When the company recovers, it can then hire the trained youth for more contract projects, or in a permanent position.

In Canada there are jobs available for youth – just not always permanent full time jobs that they expect after completing their education. However, temporary or contract work could actually be the best answer for youth. Many young people want mobility; they want to have time off from work to travel, or they want to move to new and exciting places. Contract work allows young people to work and earn money, and have the mobility they crave.

Similarly, many young people do not have enough experience to know what type of work they enjoy doing. Contract work allows youth to “test” various industries and roles in a non-committal manner. If they do not enjoy the job, they can easily move on to something else.

Difficult economic times are often more difficult for young people. However, by pursuing contract work, youth can build their skills and knowledge as well as find the freedom that they desire.

For more information about how Contingent Workforce Solutions can help you manage your contract workforce, or become a contract worker, Click here or contact:

Christina Fabugais
christina.fabugais@cwsolutions.ca
1-866-837-9077

Read more...


Twitter

Contact us!

  • user_white 2430 Meadowpine Blvd., Suite 101, Mississauga, ON, L5N 6S2, Canada
  • speech_white Tel.1-866-837-8630
  • mail_white E-mail: info@cwsolutions.ca


Accessibility Standards (Ontario)

Visit our social profiles:

Scroll to top