What about your staff consultants whom you’ve engaged as independent contractors?

Does the High Court’s dependent-on-and-subservient-to test in Personnel Contracting apply equally to your internal consultants as well as to your on-hire workers? What is that test anyway? How do you apply it in different settings?

You’re cordially invited to bring your questions along to WorkAccord’s Tuesday TalkAbout on 29 March 2022, and engage in the extended discussion via the Labour Hire Licensing & Regulation (Aust. & N.Z.) LinkedIn Group? We’d love to hear from you.

Let’s talk!

What happens if the contractor is working through their own company?

Can your on-hire agency still be the employer? Could someone else be the employer? The client perhaps? What could possibly go wrong? After all, setting up your workers in their own company is always the best option, isn’t it? … Well … isn’t it .. ???

You’re cordially invited to bring your questions along to WorkAccord’s Tuesday TalkAbout on 29 March 2022, and engage in the extended discussion via the Labour Hire Licensing & Regulation (Aust. & N.Z.) LinkedIn Group? We’d love to hear from you.

Let’s talk!

What about the contractors whom you’ve put out to be engaged by a payroll provider?

Are “all bets off”? Will a court look to identify the “true” employer? And might it be you, your client, or your payroll provider?

You’re cordially invited to bring your questions along to WorkAccord’s Tuesday TalkAbout on 29 March 2022, and engage in the extended discussion via the Labour Hire Licensing & Regulation (Aust. & N.Z.) LinkedIn Group? We’d love to hear from you.

Let’s talk!

Do the on-demand platforms gain a competitive advantage over the on-hire agencies?

The decison in CFMMEU v Personnel Contracting identified a flaw in the “Odco” model of labour hire contracting. Does the same flaw exist in the engagement and supply model used by on-demand platforms?

You’re cordially invited to bring your questions along to WorkAccord’s Tuesday TalkAbout on 29 March 2022, and engage in the extended discussion via the Labour Hire Licensing & Regulation (Aust. & N.Z.) LinkedIn Group? We’d love to hear from you.

Let’s talk!

#contracting #labourhire #gigeconomy

What happens to other provisions in your contracts – like your restraint of trade and temp-to perm fee provisions? Are they still any good?

What flows from basing your worker engagement and supply model on a false premise?

You’re invited to bring your questions along to WorkAccord’s Tuesday TalkAbout on 29 March 2022, and engage in the extended discussion via the Labour Hire Licensing & Regulation (Aust. & N.Z.) LinkedIn Group? We’d love to hear from you.

Let’s talk!

#contracting #labourhire

What happens to your client contracts, if you’ve agreed to supply on-hire contractor services? Are they still any good? Are you in breach?

Why not bring your questions along to WorkAccord’s Tuesday TalkAbout on 29 March 2022, and engage in the extended discussion via the Labour Hire Licensing & Regulation (Aust. & N.Z.) LinkedIn Group? We’d love to hear from you.

Let’s talk!

…what penalties might you be facing? 

You’ll recall that the Personnel Contracting Case involved an application for penalties for breach of the Award and the High Court has sent it back to the Federal Court to be decided on the basis that the worker was an employee.

Why not bring your questions along to WorkAccord’s Tuesday TalkAbout on 29 March 2022, and engage in the extended discussion via the Labour Hire Licensing & Regulation (Aust. & N.Z.) LinkedIn Group? We’d love to hear from you.

Let’s talk!

What about claims for past entitlements, like leave? Will there be double dipping? Are the “off set” provisions in your contracts any good?

You’re invited to bring your questions about the future of independent #contracting #labourhire along to WorkAccord’s Tuesday TalkAbout on 29 March 2022, and engage in the extended discussion via the Labour Hire Licensing & Regulation (Aust. & N.Z.) LinkedIn Group.

Let’s talk!