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Co-Employment Mitigation

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Expert insights for reduced risk.

Many companies employ temporary workers to supplement their permanent workforce. Use of these workers carries a level of risk regarding co-employment. As a result, companies often employ “tenure rules” that help mitigate this risk. The length of tenure varies from company to company, but is invariably designed to limit the amount of time that temporary workers can be employed. Once the temporary worker reaches the tenure limit, s/he is required to leave the company. While this mitigates the company’s risk of co-employment, it causes ongoing turnover and often has a negative impact for ongoing operations.

Implementation of an Outsourced Managed Solution solution by Experis can help mitigate the risk of co-employment while minimizing turnover. Companies differ widely on the level of risk they are willing to accept, so we work to understand where your risk factors reside and implement a program that meets your needs. Through a full- or partial-outsourcing of the work being performed, we assign a dedicated manager who is responsible for employee management and work performance. In this fashion, we reduce the level of risk to a level that can be approved by most corporate HR and Legal departments.

Measures to mitigate risk

Analysis and Discovery

We work with you to understand your company’s levels of acceptance and aversion to the risks posed by co-employment. This often requires coordinated communication with several corporate entities including Procurement, Legal, HR, and business operations. Once we identify the level of risk your company is comfortable with, we can develop a solution that adequately mitigates co-employment risk.

Program Development

Once we understand your business climate, we can develop a program that sufficiently mitigates risk concerns, while also resolving operational issues that are caused by tenure rules. In some instances, a partial outsourcing agreement may suffice. In others, a full outsourcing arrangement may be required to meet your corporate goals. At a minimum, the program will be contractually covered by an SOW and managed by an assigned engagement manager, who is typically the key factor in mitigating the risk of co-employment.