The “gig economy” is a topic we have been covering extensively here at the nextSource blog. The mushrooming growth of this new labor type represents a brave new world, both for individuals in the labor force as well as those professionals tasked with contingent workforce management. As with any new emerging business practice, it takes some time for legal and regulatory strictures to catch and come up to speed with the velocity of the changes wrought by disruptive innovations. In the interim, there is often increased risk for all who embrace the mantle of early adoption.
Jul 11, 2019 2:47:25 PM
Jul 2, 2019 2:22:52 PM
As we pause to observe the blessings of American Independence and the freedoms, opportunity and common objectives we all share this Fourth of July, nextSource would like to recognize the role played by workforce diversity in the history and future of our great nation. We wouldn’t be who we are as Americans without the multifaceted contributions, sacrifices, blood, sweat and tears of patriotic peoples of all color, race, creed and orientation. We’ll also share some data pointing to the accelerating pace of expansion in the diversity workforce.
Jun 28, 2019 4:55:37 PM
The regulatory fight over the laws governing the “gig economy” has gone Hollywood. But not in the good way and not in a way that Hollywood entertainment industry may regard as the typical happy movie ending. A longstanding business practice heavily utilized in the entertainment industry is at risk of being rendered illegal by pending legislation in California designed to govern worker classification practices called into question by high profile gig economy companies like Uber and others wholly unrelated to movies, TV and music performances. Here’s the story and possible implications for Tinseltown.
Jun 18, 2019 11:57:50 AM
The Wage and Hour division of the US Department of Labor (WHD) recently issued a letter that seemingly reverses the DOL’s position on the nature of gig economy workers and their classification as independent contractors. Here’s the latest on this issue which is of great import as the number of virtual marketplace companies (VMCs) continues to grow fueling the gig economy and attracting more workers to independent contractor status.
Mar 12, 2019 12:48:39 PM
With increasing frequency over the last decade, large employers have been inserting clauses into their employment contracts requiring new hires to waive their right to file suit against the employer for any reason. Instead, these agreements required as a condition of employment, that any claims arising within the workplace be instead adjudicated through arbitration instead of the courts. Arguably, this trend protects employers at the expense of labor rights. But this may be changing due to recent shifts in societal perspectives. Here’s the latest on this important labor rights issue.
Feb 20, 2019 2:09:45 PM
In Part 1 of this two-part blog, we discussed the challenges facing higher education organizations and how solutions like employer of record (EOR) services can contain costs and increase operational efficiency when integrated into a comprehensive, workforce management program.
Feb 13, 2019 11:04:00 AM
A broad and growing array of services and tech solutions for managing contingent is being embraced and adopted by industries of every kind. Historically, in the higher education vertical, the need for such solutions hasn’t been pressing until recently. Growing interest is due to developments which make non-employee workforce elements more necessary and attractive to colleges and universities. This two-part blog will explore the emerging challenges behind the increased interest in workforce management solutions among higher education institutions, how to sort through the array of solution options, and the type of results driven by their successful implementation.
Oct 12, 2018 3:20:25 PM
Deciding where to set up operations for a contingent workforce can be a daunting challenge. In today’s highly competitive environment, it may not always make sense to situate your contingent workforce in the same locale as its full-time counterpart. The ease with which many types of work can be done by remote or electronically makes it easier than ever to locate your contract workforce wherever it is determined to be most effective in terms of cost and accessibility of talent. Here are some broad considerations regarding where to elect to deploy any new offices or facilities intended to be staffed with contingent labor.