Wors Consulting Human Resources Expert Discusses "Workforce Fluidity"
Victoria Wors, President of Wors Consulting of St. Louis, Misssouri, recently presented to a group of Certified Public Accountants trends in staffing. Wors described the need for organizations to stay as "lean" as possible yet have at disposal a cadre of seasoned professionals to provide managerial, professional and technical expertise on a "contract" basis.
St. Louis, MO, June 29, 2010 --(PR.com)-- Organizations have suffered the expense of recruiting and training of new employees, no matter what level within the organization, only to turn around and lay-off those same employees during economic fluctuations. Victoria Wors of Wors Consulting has observed this rather "wasteful" approach to staffing and asserts that this lack of efficiently can be addressed by using "contract" professional services. Located in St. Louis, Missouri, Victoria can be contacted at victoriawors@worsconsulting.com for additional information.
Although the federal government has strict guidelines, see IRS Section 530, on what constitutes an "independent contractor," companies are looking to seasoned professionals to bridge the talent gap as needed. Through her association with various organizations Wors has experienced a number of companies reaching out to previously laid-off employees and retirees to work on specific projects for a specified period of time. Wors cautions employers, however, on the draw back that an "independent contractor" must be allowed independent judgement in the assignment. Companies interested in hiring indenpent contractors must meet a number of criteria that has been outlined by federal mandate including the following:
- the contracted employee can not be directly supervised by the company, hence the term "independent"
- No more than 1,000 hours can be worked in a consecutive 12 month period
- The work assigned can not be that currently being assigned to full-time employees.
Wors asserts cost savings for companies using Independent Contractors include: efficiencies achieved by paying for only hours worked versus a "salary" i.e. which is paid whether work is generated or not; reducing benefit costs; reducing unemployment insurance premiums. She suggests other "positives" include providing meaningful work for those desiring to reduce their work week and establishing "continuity" of skill and talent for other workers in the company's talent pool.
Contact Wors Consulting at victoriawors@worsconsultings.com for additional information regarding the "Fluid Workforce" and other human resource support questions or issues.
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Although the federal government has strict guidelines, see IRS Section 530, on what constitutes an "independent contractor," companies are looking to seasoned professionals to bridge the talent gap as needed. Through her association with various organizations Wors has experienced a number of companies reaching out to previously laid-off employees and retirees to work on specific projects for a specified period of time. Wors cautions employers, however, on the draw back that an "independent contractor" must be allowed independent judgement in the assignment. Companies interested in hiring indenpent contractors must meet a number of criteria that has been outlined by federal mandate including the following:
- the contracted employee can not be directly supervised by the company, hence the term "independent"
- No more than 1,000 hours can be worked in a consecutive 12 month period
- The work assigned can not be that currently being assigned to full-time employees.
Wors asserts cost savings for companies using Independent Contractors include: efficiencies achieved by paying for only hours worked versus a "salary" i.e. which is paid whether work is generated or not; reducing benefit costs; reducing unemployment insurance premiums. She suggests other "positives" include providing meaningful work for those desiring to reduce their work week and establishing "continuity" of skill and talent for other workers in the company's talent pool.
Contact Wors Consulting at victoriawors@worsconsultings.com for additional information regarding the "Fluid Workforce" and other human resource support questions or issues.
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Contact
Wors Consulting, LLC
Victoria Wors
314-496-6466
www.worsconsulting.com
Victoria Wors
314-496-6466
www.worsconsulting.com
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