Hello to Uber customer service number for non-911 related emergencies and goodbye to Uber's email support

Every business has, at some point, struggled with recruitment. The inability to find applicants means that sometimes you hire someone just to get a “warm body” in the seat, and hope they can complete the duties well enough to get by. In cases like these, staffing agencies may be utilized to help fill those roles that are harder to fill, or keep filled.

More recently, we are seeing a new kind of “staffing” service pop up, similar in style to how Uber conducts its business. Take for instance, Wonolo. You register your business with Wonolo, and they provide you with an “independent contractor” who will work for you in whatever job you need filled. They do an initial background check, but they do not claim them as employees and do not provide workers’ compensation, or benefits, or anything else the law would require from typical staffing agencies.

While a service like this may seem like a dream come true for companies who have unusual schedules, or random jobs that pop up, there are risks to think about when using such a service.

Since Wonolo is not claiming these workers as employees, you, the business, need to determine if you are willing to take the risk of allowing these people to work for you, without bringing them on as actual employees; even for just a day. Unless the worker qualifies as an independent contractor, it is highly unlikely you are in compliance with employment laws if you don’t hire them and give them the benefits any employee would be eligible for.

Some questions you should ask before bringing someone on board without hiring them are:

  • Do you have control or have the right to control what the worker does and how the worker does his or her job? For example, do you tell them where and when to do the work, what tools to use; do you provide training for that job?
  • Do you control the financial aspects of the job? For example, does the person have the opportunity to lose their own money or investment with this work? Are they guaranteed an hourly wage?
  • Is the worker providing a service that is a key aspect of the business? For example, do you have other employees who do the same type of work?

While there are many different rules regarding independent contractor requirements both at the state and federal level, these are just a few things to consider.

The best practice to make that determination is to look at all of the aspects of the relationship to determine whether you have an employment or independent contractor relationship with an individual. And as we’ve seen with Uber, this independent contractor model seems to present a significant risk to employers.

If you are interested in learning more about employment relationships and what makes someone an employee vs. an independent contractor, our Employment Law: The Basics training can help get you on the right path.

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Cash Machine

So you may have heard rumblings about companies who are paying astronomical minimum wage rates. A California fast food restaurant recently reported they will be raising minimum wage to $17.00 per hour for their employees.

Interesting considering the minimum wage tiered adjustments in California are actually lower than Oregon until 2021:

Minimum Wage Levels: Oregon vs California

Regardless of what other companies and organizations are doing, it is important to start planning what your next step will be. Sure, you may be competing with other organizations paying these rates and eventually you will have to pay them as well, but the key word is eventually. Fortunately, Oregon’s tiered approach allows time to plan . . . and plan you must do!

One key thing to remember . . . minimum wage adjustments are not intended to impact your entire organization. They are intended to bring the lower wages up. Yes, it is important that you minimize compression as much as possible and ensure that your current employees are making more than minimum wage and new hire wages, yet all of this is manageable with proper planning.

Evaluate how the minimum wage adjustments will impact your entry level employees and new hires all the way through 2022. Evaluate compression and identify what you need to do annually to accommodate the changes. And finally, one last piece of advice . . . communicate with your employees about the changes, ahead of time. Let them know your plan and how it may impact them, allow them to ask questions and make sure to address any concerns they may have.

Quick reminder of minimum wage levels through 2022:

Minimum Wage Levels: Overall Reminder Chart

1 Region 1: Base: Benton, Clackamas, Clatsop, Columbia, Deschutes, Hood River, Jackson, Josephine, Lane, Lincoln, Linn, Marion, Multnomah, Polk, Tillamook, Wasco, Washington and Yamhill
2 Region 2: Nonurban Counties: Baker, Coos, Crook, Curry, Douglas, Gilliam, Grant, Harney, Jefferson, Klamath, Lake, Malheur, Morrow, Sherman, Umatilla, Union, Wallowa and Wheeler
3 Region 3: Portland Urban Growth Boundary

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Willamette Valley Vineyards

The Willamette Valley is the heart of Oregon wines, thus it’s fitting to feature one of the region’s leading wineries. Did you know…

  1. Willamette Valley Vineyards (WVV) was founded by Jim Bernau in 1983, following purchase of the estate site near Turner, Oregon. Jim cleared away the old pioneer plum orchard hidden in Scotch broom and blackberry vines and proceeded to plant Pinot Noir, Chardonnay and Pinot Gris. In the beginning he hand watered the vines with seventeen lengths of 75′ garden hose.
  2. After attending numerous classes at UC Davis, and seminars from here to France, Jim’s sharpened viticultural skills prepared him to build his dream. In 1989 he constructed a world class winery, making cool-climate varietals, especially Pinot Noir, to be served and sold in the best restaurants and bottle shops in the world.
  3. Jim’s personal gift to Oregon State University established the nation’s first professorship in fermentation science in 1995.
  4. WVV has collaboratively grown its estate vineyards through partnerships like the merger with Oregon wine industry pioneer, Bill Fuller of Tualatin Vineyards (established in 1973), the O’Briens of Elton Vineyard (established in 1983) and Loeza Vineyard (planted in 2015). The winery now sources all of its barrel-aged Pinot Noir from its estate-grown vineyards and meticulously farms nearly 500 acres in the valley.
  5. Today, Jim’s vision of organizing the support of wine enthusiasts to grow world-class wines through shared ownership has resulted in more than 10,000 owners. The winery’s Common (WVVI) and Preferred (WVVIP) are traded on the NASDAQ. WWV practices environmentally sustainable farming and were part of the founding of the Low Input Viticulture and Enology Program (LIVE).

Cascade is proud to feature Willamette Valley Vineyards, with the approach of growing by hand the highest quality fruit using careful canopy management and yield balance.

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Remember

In observance of Memorial Day, the Cascade offices are closed this Monday, May 28.

Please accept our best wishes on this day of remembrance,

Sincerely,

Cascade Team

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