So You Think You Can Hire Contingent Workers after a Layoff

So You Think You Can Hire Contingent Workers after a Layoff


COURSE DESCRIPTION: Employers use various types of workers to perform the services they require. Most of these workers are classified as employees. Other types of workers are non-employees or contingent workers, such as independent contractors. Correct classification of workers as employees or contingent staff has always been an important employer responsibility. It was not until the landmark Microsoft class action lawsuit however, over a decade ago that employers became acutely aware of the costs of misclassification and the tax, the Employee Retirement Income Security Act (ERISA), employment law, and civil lawsuit consequences. To avoid these costly errors, employers need to train new and retrain current supervisors on the use of contingent workers.


A downturn in the economy or in an employer’s specific type of business as well as internal business conditions may force an employer to consider making a Reduction in Force (RIF). A RIF, as other types of involuntary terminations, may have a long- term effect on the remaining workforce and the success of the business. An employer considering a RIF needs to review alternatives to the staff reduction, identify the laws involved and decide how to communicate its decisions to employees and how to keep remaining staff motivated and productive.


    No cancellations or transfers are accepted within 1 (one) week (business days only) prior to the course start date or later. All cancellations prior to 5-business days of the course start date must be forwarded to In the rare occasion that a course is cancelled or postponed, please note our reimbursement is limited to paid fee only.


    This is an Instructor-Led (in person) course. All participant materials are uploaded to the training portal. Training portal link is provided 2-days prior to the start of the training date.


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