Latest Posts

  • Liz King

    Creative Ways to Advance Your Career This Summer

    Summer is here, and it is one of the best times to improve upon yourself and possibly advance your career. There are a variety of avenues, in which a person can do so. Options include independent training, becoming involved in company events, and learning a new language. Managers appreciate an

  • Sheila Porcelli

    7 Common Sense Factors to Implement and Maintain a Successful Indirect Workforce Program

    By: Sheila Porcelli, National Sales Director at HireGenics, Inc.

    Many factors and decision points are involved when an organization decides to implement an Indirect Workforce Management Program (“Program”). Although various definitions of a Program exist, it is generally understood to

  • Jason D’Cruz

    Staffing Firms and Payrolling Vendors Beware: You Can Be Held Liable for the Acts of Your Client Company under Title VII of the Civil Rights Act

    By: Jason D’Cruz, Partner at Morris, Manning & Martin, LLP and Tali Hershkovitz, Associate at Morris Manning & Martin, LLP

    Through application of the joint employer doctrine, payrolling vendors, staffing firms, and other human capital suppliers may be held liable for the actions

  • Jason D’Cruz

    Indirect Labor Acquisition: A Contractual Checklist

    By: Jason D’Cruz, Partner at Morris, Manning & Martin, LLP and Tali Hershkovitz, Associate at Morris Manning & Martin, LLP

    Carefully drafted contracts help limit a company’s legal exposure when using contingent workers. The following checklist includes various types of provisions

  • Mark Zisholtz

    Oregon Independent Contractor Classification Law Reminds Us What is Important

    By: Mark Zisholtz

    Edited by: Brandon Pavley

    This commentary is in reference to content found on the State of Oregon’s website. Please visit their site for more information.

    It is not uncommon to hear procurement or HR personnel claim their independent contractors are