This course will help attendees identify and understand their responsibilities as co-employers or joint employers. It will elaborate co-employment liabilities of an employer and discuss case studies of recent legal disputes and settlement.
This webinar will help you determine if you are a joint employer, and if so, how to minimize your liability.
17 years after Vizcaino v. Microsoft (i.e. the Microsoft case), businesses using contracted workers - and even the companies that supply them - still show a fundamental lack of understanding as to how and when they could each be held liable as an employer of such workers. These employees are often referred to as common law employees of the client company, whereas the supplying company may be seen as the primary employer, or the employer of record. In all likelihood, the client company and the supplying company are co-employers of these supplied workers and will each bear employer responsibilities.
This webinar untangles the co-employment web to help you understand:
Why Should You Attend:
If you ever augment your workforce by contracting with third party that supplies you workers, you probably have obligations toward those workers as an employer - even if they are not on your payroll, and even if the other company performs many administrative functions, such as screening, hiring, paying, recordkeeping, etc. Courts, legislatures and other federal and state government agencies are increasingly likely to find businesses using workers contracted through third parties liable for violations of wage payment, discrimination, harassment, worker safety, benefits and a myriad other federal and state employment laws that they never imagined applied to them, because they assumed these workers were not their employees.This webinar will help you determine if you are a joint employer, and if so, how to minimize your liability.
17 years after Vizcaino v. Microsoft (i.e. the Microsoft case), businesses using contracted workers - and even the companies that supply them - still show a fundamental lack of understanding as to how and when they could each be held liable as an employer of such workers. These employees are often referred to as common law employees of the client company, whereas the supplying company may be seen as the primary employer, or the employer of record. In all likelihood, the client company and the supplying company are co-employers of these supplied workers and will each bear employer responsibilities.
This webinar untangles the co-employment web to help you understand:
- Whether and when you are a co-employer
- The nature and extent of your responsibilities as a co-employer
- How you can minimize your liability as a co-employer
Areas Covered in the Webinar:
Who is a Co-Employer? What is Co-Employment Liability?- Impact of Co-Employment
- Co-Employment and Title VII of the Civil Rights Act of 1964
- Co-Employment and Wage and Hour Issues
- Co-Employment and Pre-Employment Screening Issues
- Co-Employment and the ADA and ADAAA
- Co-Employment and Workers’ Comp
- Co-Employment and Worker’s Safety Issues
- Co-Employment and Immigration Issues
- Some Case Law
- NLRB and Joint Employment (Franchisor Toward Franchisee’s Employees)
- Recent Settlement Involving Wal-Mart Employees
- Newly Enacted Law in California Regarding Joint Employment
Who Will Benefit:
- Staffing industry professionals
- HR practitioners and managers in any company that uses 3rd party contractors to augment their labor pool
- In-house counsel
- Employment, business and contract attorneys
- Anyone working for or with professional employer organizations
Course Provider
Janette Levey Frisch,
