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With the WBENC 2016 National Conference & Business Fair coming up next week, I wanted to share the five-step strategy for success I’ve practiced over the years to get the most out of conferences and maximize the business and networking opportunities they provide.

Over the past couple weeks, we have explained the basics of co-employment risk and some recent developments making this topic particularly relevant right now. This week the discussion will focus on how clients and staffing suppliers can work together to reduce the client’s co-employment risk.

It’s a candidate driven market. Especially for science, technology, engineering and math (STEM) professionals, and even more so for women in these fields. The Bureau of Labor Statistics reported last month that the unemployment rate has dropped to 4.9 percent – the lowest it's been since early 2008. Coupled with the 250,000+ jobs added in the last two months – a job add not seen since the .com era – and it’s easy to tell how tight of a candidate market it is.

Last week we established some basic definitions and concepts around co-employment and how it can create risk for staffing clients. This week we are going to talk about a few recent developments that reflect how regulators are treating co-employment relationships and what clients can expect going forward.

Co-employment is a hot topic these days. The recent publicity around the NLRB holding in the Browning-Ferris case and the guidance on joint employment published by the Department of Labor in late January have caused many clients to ask us how they can decrease their co-employment risks and still interact with their contingent workforce in a productive, business-forward way.

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