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Managing the Modern Workplace
V&E International Labor & Employment Resources

The EEOC Appears to Embrace the NLRB's Expanding "Joint Employer" Definition

When talking to companies about compliance with federal and state employment laws, employment lawyers sometimes hear "Oh, those are contractors; we don’t need to worry about them" or "those are the staffing agency’s employees, they are not our employees." Whether it’s identifying potential liabilities in a transaction, determining what records a company needs to keep about its workforce, dealing with union activity, or anything in between, employment lawyers have learned that contractors and staffing agency employees should not be summarily ignored. Government agencies that enforce employment laws have increasingly held companies responsible for employment-related obligations with respect to people who are not considered employees by most companies.

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  • 08
  • September
  • 2016

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Diagnosis: Another Executive Order Causes Government Contractors Nightmares and Loss of Appetite

If your business is a federal government contractor or subcontractor, do not read this before bedtime or mealtime. The U.S. Department of Labor has published the much-anticipated final rule implementing the Fair Pay and Safe Workplaces Executive Order, which will go into effect on October 25, 2016. Any businesses entering into new government contracts after that date may have to contend with new compliance burdens on certain covered contractors and subcontractors.

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  • 16
  • August
  • 2016

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Secondment Agreements – Whose Liability Is It, Anyway?

Seconding, generally speaking, means detaching someone from his or her regular organization for temporary assignment elsewhere. Secondment arrangements are used in many different situations. For example, companies might second staff to their customers or clients on a secondment basis for a period of time (typically between three and twelve months) to work within the client’s organization. Expat assignments are also commonly set up as secondments, both for assignments within a corporate group as well as between unrelated businesses.

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  • 21
  • July
  • 2016

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The Other Shoe Drops – First New Regulations, Now More Enforcement

The current administration in Washington has added a number of new employment-related requirements for federal government contractors during the past three years. (The president can implement such changes by executive order without needing the approval of Congress.) Now that regulations are in place, the government is taking a more aggressive position on enforcement of the new and previously existing requirements for government contractors.

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Contributors

Thomas H. Wilson

Thomas H. Wilson Partner

Christopher V. Bacon

Christopher V. Bacon Counsel

Sean Becker

Sean Becker Partner

Stephen M. Jacobson

Stephen M. Jacobson Partner

Martin C. Luff

Martin Luff Counsel

Lawrence S. Elbaum Partner