Do you use staffing agency employees (“temps”) to augment your workforce? Do you ever “borrow” employees from an affiliate, subsidiary, or parent company? Are you a franchisor with one or more franchisees who hire employees? Did you know that you may have employer responsibilities to those employees in addition to the ones actually on your payroll? Even if they are not on your payroll, even if you did not directly hire them, you may be a joint employer. You may have as much responsibility as the entity that did directly hire them or who does “payroll” them.
If that’s not enough, The National Labor Relations Board, the U.S. and state Departments of Labor, and several other agencies have been broadening the definition of the term “joint employment” to include companies that previously did not have to concern themselves with this issue, and then seem to reverse their positions. The courts have handed down rulings that often seem to conflict with agency rulings, causing much confusion.
As a result, many well-intentioned employers are finding themselves making significant pay-outs that can be avoided or at least minimized with a little bit of proactive, preventative planning. Either way, you need to have a handle on the expanding concept of joint employment and how it may affect you and your business. But it doesn’t have to be so confusing. This webinar will help de-mystify the concept of joint employment and help you determine if and when you are a joint employer, and what to do –and not to do—if you are.
