Contractors, Interns and More (Oh My!): Managing Non-Traditional Workers

2016 SHRM Talent Management Conference & Exposition
Workplace Application: You will learn about a variety of factors for assessing proper worker status classification to enhance your organization’s legal and regulatory compliance.

From (Uber) drivers to temps, interns and myriad other working relationships, the U.S. Government Accountability Office (GAO), the IRS, the Department of Labor, state agencies and more are looking at contingent workers classifications. Spring is the prime time of year when questions arise about if, how and when you may properly use interim workers. This session will review the latest in the GAO's findings on employers' use of contingent workers; federal agencies' and states’ efforts to identify employers that misclassify workers; congressional and legislative initiatives to hold employers liable for misclassification; checklists and resources for conducting your own assessments; and proactive tips and pitfalls to avoid in managing the use of nontraditional workers. You will learn:

·         How to compare and contrast methods for classifying independent contractors.

·         Six factors for assessing unpaid interns.

·         Three factors for assessing the status of volunteers.

Date(s) & Time(s): 
Monday, April 18, 2016 - 1:30pm to 2:45pm

Christine V. Walters, JD, MAS, SHRM-SCP

Christine V.

Ms. Walters has more than 25 years’ combined experience in management, HR administration, employment law practice, and teaching.

She has presented at conferences across the country, been engaged as an expert witness, and testified before U.S. Congressional and state legislative committees on employment issues.

Her book, “From Hello to Goodbye: Proactive Tips for Maintaining Positive Employee Relations” is in its 2nd edition and has been one of the SHRMStore’s “Great 8” best-sellers for eight consecutive years.

Today, Ms. Walters works as an independent consultant doing business as FiveL Company, “Helping Leaders Limit their Liability by Learning the Law.”SM



Australia 3
Amount of Credit: 
Credit Type: 
HR Credit
Session Type: 
Concurrent Session
HR Expertise
Critical Evaluation
Intended Audience: 
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