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We offer comprehensive services for small, medium and enterprise businesses, with superior customer service and technology. Let us provide you with a system that provides checks and balances, intuitive interfaces, and outstanding reporting.
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People Processes Podcast
This podcast is for HR Professionals, Business Owners, and CEO's who want to learn and discuss the tools, tactics, and strategies that help us create a happier, more productive, employee workforce.
Nathan Hirsch is a 29 year old long time entrepreneur and expert in remote hiring and eCommerce. He started his first eCommerce business out of his college dorm room and has sold over $30 million online. He is now the co-founder and CEO of FreeeUp.com, a marketplace that connects businesses with pre-vetted virtual assistants, freelancers and agencies in eCommerce, digital marketing, and much more. He regularly appears on leading podcasts, such as Entrepreneur on Fire, and speaks at live events about online hiring tactics.Listen to this episode
Today we interview an international leadership trainer, certified mediator and communications expert, Alicia Dunams. She has coached tens of thousands of leaders, executives, and industry experts to share their message with the world through her signature process and acclaimed Bestseller in a Weekend® and other professional development trainings.Listen to this episode
On April 1, the Department of Labor announced a proposed rule to “revise and clarify the responsibilities of employers and joint employers to employees in joint employer arrangements.”
The proposal includes a “four-factor balancing test” the agency said is derived from a federal court’s ruling in Bonnette v. California Health & Welfare Agency (Nos. 81-4565, 82-4174 (9th Cir. June 22, 1983)); “[a] plurality of circuit courts use or incorporate Bonnette’s factors in their joint-employer test,” DOL said. The four factors assess whether an alleged joint employer: 1) hires or fires the employee in question; 2) supervises and controls the employee’s work schedule or conditions of employment; 3) determines the employee’s rate and method of payment, and 4) maintains the employee’s employment records.
The agency also said its proposal will explain that other factors may be relevant if the initial factors show the alleged joint employer: a) exercises significant control over the terms and conditions of the employee’s work; or b) otherwise acts directly or indirectly in the interest of the employer in relation to the employee. Whether an employee is economically dependent on the potential joint employer is “not relevant” in determining that employer’s economic reality under FLSA, DOL said: “Accordingly, to determine joint employer status, no factors should be used to assess economic dependence.”Listen to this episode