Protector Plans’ Post

Staffing companies are playing with fire when they don't report ALL their workers' compensation claims to the carrier! Don't get burned! Although it may seem strange for employers to report minor injuries or illnesses that do not require any medical treatment, it is required under the law in most states. Employers can experience several issues if they decide not to report workers’ compensation claims. #staffing #workerscomp #claimsreporting

🔍 Stay Informed! The Department of Labor (DOL) has issued new guidance on the distinction between employees and independent contractors. Understanding this is crucial for compliance in your business. Check out the latest guidance here: https://lnkd.in/eNdw78uU #ComplianceUpdate #DOLGuidance #StayInformed 📑🚀

The Workers (Predictable Terms and Conditions) Act 2023 will come into force in Autumn next year. For the first time, this Act will give agency workers the right to request a more predictable employment or worker contract, not only from their agency, but also directly from the hirer where there is a lack of predictability in their work pattern. Browse our blogs to stay up-to-date with the latest legal developments in your area. Read more on our website. #EmploymentLaw

The misclassification of a worker as an independent contractor is a common and often expensive mistake for employers. Rimon Attorneys David Mahoney and Haley Trust share what employers need to know about the Department of Labor’s 2024 Independent Contractor Rule in their new alert. Read more here: https://ow.ly/e2rm50RNFQ7 #rimon #employmentlaw #insights

NEW. Misclassifying employees as contractors: avoid these costly mistakes. A new U.S. Department of Labor (DOL) rule presents guidance for employers related to determining whether to classify a worker as an employee or independent contractor. https://conta.cc/4b1si68

The DOL recently issued new rules to provide clarity on worker status. Here are 6 factors to consider when classifying employees and independent contractors. #EmploymentStatus

Closing Loopholes Since December 2023, much has changed as the ‘Closing Loopholes’ reforms are being implemented. Changes take effect at various times across the next year and into 2025 and include: ➤ Changes about notice requirements for entry to investigate suspected  underpayments ➤ New definitions of ‘employee’ and ‘employer’ ➤ Changes to casual employment ➤ Penalties for failing to comply with a compliance notice double ➤ Eligible employees will be given the right to disconnect (not applicable to small business employers until Aug 2025) ➤ Changes to enterprise bargaining rules ➤ Criminal offences of industrial manslaughter added to the Work Health and Safety Act and increases to other penalties ➤ New minimum standards and protections for ‘employee-like workers’ in the gig economy and contractors in the road transport industry (regulated workers). Do you understand what changes apply to your business and how to remain compliant? For more information visit www.fairwork.gov.au or contact [email protected] #ClosingLoopholes #FairWorkAct #AustralianWorkplace #EmploymentLaw #HRconsultants #employeerelations #magneticpeopleHR #hradvice #hrsupport #hrstrategy #peoplemanagement

New Department of Labor independent contractor rule announced and takes affect March 11, 2024. DOL will consider these six nonexhaustive factors: https://hubs.ly/Q02gC89P0 Innovative Employee Solutions HR Dive #IES #IndependentContractors #DOL #FLSA #ICcompliance #compliance #contingentworkforce #contingentworkers