Yoh

June 26

There's more misclassification litigation being reported by Staffing Industry Analysts, and this time, it's against Northwestern Mutual Life Insurance Company. Former sales representatives are claiming they were misclassified as independent contractors, and were denied minimum wage and overtime. The class-action lawsuit seeks $200 million from Northwestern Mutual.

Some of the CFOs I have spoken with recently have told me that this issue is definitely on their minds. And it's not going to be the last we hear of this type of litigation--it's almost certain to pick up steam.

We've touched on this before, but it's critical to emphasize again: if you're in a cash strapped state, it's crucial to conduct your own audit now, and make the criteria for independent contractors as strict as possible. It's probably not a bad idea to thoroughly document your policies and procedures along the way as well.

June 25

One of our main objectives is to help readers achieve a truly seamless workforce. We hope to do that by addressing the complexities of the workforce and sharing insight from industry leaders.

But another important step is to keep up with the latest news and trends...which leads us to The Seamless Workforce's first "In Case You Missed It." At least once a month, we'll post links to some of the relevant blog posts, news stories and events that are important for comprehending the new reality of today's workforce.

• BusinessWeek: A Smart Balance of Staff and Contractors.
  

• Computerworld: Best Places to Work in 2009. In addition to profiling the best companies to work for in IT, the special report includes some interesting statistics on hiring forecasts, staffing, compensation and employee morale.

• Forbes: What Sets Today's Winning Companies Apart.

• Moneywatch: Why Your Human Capital May Be in Jeopardy.

• SHRM: Annual Conference Blog. The conference may not begin until next week, but there are already updates and highlighted events posted.

• Workforce Management's The Business of Management Blog: Culture Matters, but Why Do So Many Think It Doesn't?
  

June 16

Believe it or not, despite record-breaking layoffs and unemployment levels, a war for talent still exists. Competition for high-impact talent, those highly-qualified and experienced employees that can help businesses streamline operations and become more efficient, are always in demand.

As we start to see signs of an economic upturn, the competition for these high performers will become even fiercer. I recently shared some of my best practices on recruiting and retaining high-impact talent with Computerworld readers. The key is to create an atmosphere that motivates, respects, rewards, and cultivates the skills and growth of employees.

Your employees need to understand how valuable they are to the organization. Make sure they see how their roles fit into the bigger company vision. Acknowledge their accomplishments, whether in some form of company-wide communication or through small perks or gifts.

Perhaps most importantly, demonstrate that your organization is about more than just making a buck. We're facing tough economic times, and though costs and profits are important, they shouldn't dominate the corporate culture. Your company needs to be value-driven.

For example, at Yoh, we have four key values: safety, diversity, integrity, and success. We begin every meeting we have -- whether internal or with customers -- with a brief message touching on each of these areas. This practice helps our employees connect with the company's vision.

This goal can also be achieved through company participation in community or charity events. A simple gesture that can have an exceptionally profound effect on your employment brand.

When a candidate is selecting a job, the decision is often more emotional than financial. By articulating your company's goals and values and demonstrating the altruistic side of your organization, you'll create the type of environment in which employees can envision themselves feeling comfortable and thriving. It'll give you an edge over your competitors, and help you hold on to your top talent.