It’s not a secret that there is an abundance of new workforce regulations, and an ever-increasing demand to drive more efficiencies. Procurement and Human Resources professionals know, all too well, this is rewarding but it’s also demanding. Below are the top 5 signs you should consider streamlining your program.
We know there are many moving parts in the independent contractor machine. Some move faster than others, but all require maintenance and forethought. The misconception that IC engagement is a helplessly complicated puzzle can make solving it feel like a time-consuming mess. The good news is it’s simpler than you may think. Just like running your errands, one-stop-shopping will save valuable time and money. And, we know it works — we have been using this model at Populus Group for years.
During its first year, the new White House administration is impacting regulations related to independent contractor categorization, as the Populus Group points out in their article “Let it go? DOL withdraws guidance on Independent Contractors and Joint Employment.” The White House will likely have further influence as the President appoints new members to the National Relations Labor Board (NLRB) in 2017/2018.
Saving money and reducing risks are basic goals for procurement professionals everywhere. And, by implementing the right payrolling solution, you can accomplish both of these, and then some.
With misclassification fines as one of the fastest growing revenue sources for the Federal Government, the Feds are now incentivizing States to help further drive this revenue engine. Working with the various states, Unemployment Insurance (UI) Tax Programs have stepped up audits and increased education programs for companies.