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Ortoli | Rosenstadt: What Exactly Is a Seller Responsible for When Selling Its Staffing Firm?
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.
ShiftPixy Files for Bankruptcy
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U.S. Jobless Claims Fall to Five-Month Low as Storm Impact Fades
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The Fed’s Preferred Inflation Gauge Cooled Overall in September
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Visa to Lay Off Around 1,400 Employees and Contractors
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The Law and You—Data Privacy Challenges for Staffing Firms
Keeping personal data safe is nonnegotiable for staffing firms—especially with privacy regulations continuing to tighten. A growing number of state, federal, and international laws impose legal obligations on employers’ collection, use, and retention of employees’ personal data—and may also trigger obligations when assigned employees handle clients’ personal data. In the September–October issue of Staffing Success magazine, attorney Colleen E. García, Esq., of Tannenbaum Helpern Syracuse & Hirschtritt LLP offers a refresher on how to use, store, and protect employees’ and clients’ data.
Access the current issue and back issues of Staffing Success, and other ASA digital publications, at americanstaffing.net/digital.
What Did This Week’s WEBO Say About Optimism in the Economy?
The Weekly Economic & Business Outlook—or WEBO—is an ASA resource that goes out to member email boxes every Tuesday. Each week, ASA researchers examine trends within the staffing industry, as well as developments within the broader economy, and then deliver succinct takeaways that can help drive strategic business decisions.
In the most recent edition of the WEBO, ASA analysts assessed current macroeconomic trends and what they mean for staffing as we close out the year, as well as the impact to labor demand of the Fed’s first rate cut in September.
The WEBO is a powerful and targeted data and analysis tool with features designed to deliver the data-driven intelligence you need to track trends and capitalize on opportunities. To make sure you’re getting your WEBO each week, as well as other ASA research emails, click the “Unsubscribe/Manage Email Preferences” link at the very bottom of this newsletter and opt in to research content. Also, be sure to allow emails from research@americanstaffing.net.
The Latest From Your Colleagues on ASA Central
ASA Central—the dynamic online community just for staffing professionals—is home to more than 27,000 staffing professional profiles and countless ongoing industry conversations.
This week, take a look at your colleagues’ discussions and some of the blogs they’ve posted on ASA Central:
- Staffing World® takeaways
- Utilizing hot leads in recruitment efforts
- Securing health insurance for Massachusetts temporary and internal staff
Get involved with the community—update your profile today so you can network with colleagues, join a section community, recommend and comment on your colleagues’ posts, and share your own blog or discussion post. Log in to ASA Central now.
New E-Verify+ Program Streamlines I-9 Process With Cost and Time Savings for Companies
E-Verify+ is a brand new program from the Department of Homeland Security, U.S. Citizenship and Immigration Services that was run in pilot for about a year and rolled out more formally to all employers on Sept. 9, 2024. The goal of the program is to (1) shift the burden of validating the employee’s authorization to work from the employer to the employee; (2) do so within an electronic I-9 tool embedded within the E-Verify system; and (3) once an employee has had his or her employment authorization validated in E-Verify+, the employee would not have to keep redoing the E-Verify process at each employer (but would still need to do a new I-9 with each new employer).
DHS has made it very easy to enroll by having a banner on the home page encouraging employers to convert regular enrollment to E-Verify+. There are already over 1,100 employers in the new program. Response has been overwhelmingly positive, but there are still pain points and unclear guidance on how the electronic I-9s would be stored and accessed in the event of a future I-9 audit. This lack of clear guidance leaves participating employers vulnerable to very significant fines in the event of an audit.
EEOC Says Anti-LGBT Harassment Claims Are Covered Under the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act
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Retention Bonus Found Not to Constitute ‘Wages’ Under the Massachusetts Wage Act
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Seventh Circuit: A ‘Do-Over’ Is Not an Accommodation
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Job Cuts Fall in October 2024, But YTD Up 4% From Last Year
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SHRM: Political and Social Viewpoint Differences Escalating Workplace Incivility
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