U.S. employers are paying close attention to how the Patient Protection and Affordable Care Act (ObamaCare), will impact temporary worker benefits, costs, and the overall rules surrounding contingent worker eligibility. In this white paper, PRO shares objective insights, while providing strategic recommendations for how to best manage the anticipated impact on costs and administrative workload.

From the bill: This bill would prohibit willful misclassification, as defined, of individuals as independent contractors. The bill also would prohibit charging individuals, who have been mischaracterized as independent contractors a fee or making deductions from compensation, as specified, where those acts would have violated the law if the individuals had not been mischaracterized.

PRO has seen many organizations minimize co-employment risk with a strong dose of common sense and consistent process management, without applying artificial limits to contingent assignment limits, which can be almost impossible to enforce. The question this white paper explores is, “Do such policies work, and if not, what does?”

What compels a supplier partner to agree to a reduction in markup from 39% to 36%? What impact does a 2.5% VMS fee have on a supplier’s margins and why do they argue that it is more than 2.5% of their markup? Are they right?

The Internal Revenue Service (IRS) estimates the gap to be $345 billion dollars a year and growing. A significant portion of the shortage is caused by an estimated 30% of U.S. corporations who misclassify employees as independent contractors.