Get the industry intel your company needs to win business and spark growth. To help you make strategic decisions, ASA has compiled the Top 10 Staffing Trends for 2023 and provided curated resources for each.
Trend #1. Talent Disruptions and Opportunities
Trend #2. Workplace Flexibility
Trend #3. Improved Culture
Visit 2023-trends.americanstaffing.net to see the full list of trends, along with more resources and bonus content.
Buyers of a business generally expect sellers to be responsible for certain liabilities relating to when the seller owned its business—a concept mergers and acquisitions professionals refer to as indemnification. Indemnification is one of the most heavily negotiated, and potentially most significant, provisions of a purchase agreement, and understanding the terminology common to such agreements is essential when negotiating a deal. Attorney Paul Pincus of Ortoli Rosenstadt LLP explains what sellers are liable for, how a seller’s liability may be limited, and how buyers may seek to fund potential indemnity claims.
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Give yourself and your employees the gift of a bright future and increased success—take advantage of the ASA certification sale. Through Dec. 31, you’ll get a 20% discount on certification products (excluding renewal fees)—including certification packages, a la carte study materials, exams, lapel pins, certificate frames, and travel mugs and tumblers.
Why should you earn an ASA credential? Visit americanstaffing.net/certification to learn the answer—then place your order in the ASA store, using discount code HOLIDAY22, by Dec. 31.
In an unfavorable ruling for the staffing industry, a New Mexico federal district court ruled that a mandatory arbitration agreement signed by a temporary employee and a staffing agency could not compel the temporary employee to arbitrate legal claims against the staffing agency client.
In November 2020, a temporary employee brought claims of unpaid overtime under the Fair Labor Standards Act against a staffing agency, its subsidiary company, and the staffing agency client. Due to a mandatory arbitration agreement between himself and the staffing agency, the employee voluntarily dismissed his claims against the staffing agency and its subsidiary, leaving the client as the sole defendant. Thereafter, the staffing agency filed a motion to compel arbitration of the employee’s claims against the client.
The court denied the staffing agency’s motion for several reasons. To read the case, see Oldham v. Nova Mud Inc., No. Civ. 2:20-cv-01166 MIS/GBW, 2022 BL 445314 (D.N.M. Dec. 13, 2022).
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