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Engage pre-identified workers with confidence.

Minimize your misclassification and co-employment risks with a contractor payrolling program that has been designed to manage your risk, improve your processes and save you money.   

Contractor Payrolling

It starts with proper classification.

Ensuring that you have a contractor properly classified is the most important part of the contractor payrolling process. Have confidence that your contractor risk has been properly managed through Procom’s contractor classification process, known as VERIFICATION.

Ensure you are using a well-defined process.

Whether you are concerned with creating a standardized process to manage the onboarding of your pre-identified contractors specifically or the overall process in general, find out how Procom can provide you with a proven process that has been refined over tens of thousands of contractor onboardings and supported by subject matter experts in the contingent workforce.  

Increase Hiring Manager and Contract Worker satisfaction.

We’re committed to a high level of customer service in our service delivery model and it starts with your own dedicated support team to personally manage your pre-identified workers. In addition to the experience of the Procom team, your program will be supported by a sophisticated and user friendly digital onboarding platform called Procom Express™.  Finally, you need to measure your stakeholder satisfaction levels with performance feedback surveying utilizing Net Promoter Score (NPS) tools.

Save 8% to 15% on your pre-identified contractor spend.

It sounds aggressive; however, it’s not. One of the biggest challenges with pre-identified workers is that their rates are not being negotiated to market rates and the other is that you may be paying more in fees than you should. Achieve rate compliance using Procom’s proven rate negotiation methodology to drive savings without disruption. For programs in the United States, let us help you drive optimal savings with our transparent W2 fee model that provides Procom’s W2 Calculator, detailed W2 reporting, and rebates on Contract Worker government burden costs, ensuring you get the benefit (not the Payroller) when Contract Workers reach burden thresholds (i.e. FICA, FUTA, etc.).

“Outstanding contractor payrolling service provider! Procom brings confidence and a knowledgeable team to support our program. Great work Procom!“

- S.F. - Client from a North American Financial Institution

 

Not quite ready to start?

Whether you are looking to implement your program's first contractor payrolling program or you are looking to improve upon your existing program, we are here to help.

Connect with one of our contractor payrolling experts with any questions you have. We are always happy to share our insights and the best part is that there is no obligation on your part.

Connect with Mark

Questions about Contractor Payrolling? Contact an Expert

Understanding Contractor Tenure

Contractor tenure refers to the length of time that a contingent worker can be on an assignment for a single organization. However, in an attempt to lower the risk of co-employment, it's common for organizations to implement a policy that limits the length of time that a contractor can work on any one assignment. Once the tenure limit has been reached, the contractor can no longer work on the assignment- regardless of the project length.

Contingent workers bring many benefits to an organization's workforce; however, they also open employers up to a range of financial, legal, tax and branding risks. These Contingent Workforce risks will arise when an organization is flagged for non-compliance and is assessed based on its failure to comply with employment standards.

Without proper classification in place, one of the major risks employers face is co employment, and not even major corporations can escape the penalties if found in non-compliance.

Contingent Workforce

How to onboard international talent in Canada

While onboarding contingent international talent is a competitive asset in a global economy, tapping into the international talent pool also carries compliance and administrative responsibilities in addition to domestic legislative and tax requirements that must be met in contingent workforce management. To remain competitive and compliant in 2022, organizations should adhere to a strict process. 

Here are the steps involved in onboarding international talent in Canada.

Talent Acquisition

How to negotiate your employment contract

The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.  

The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.

And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.

Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how: 

Job Seeker

Understanding Contractor Tenure

Contractor tenure refers to the length of time that a contingent worker can be on an assignment for a single organization. However, in an attempt to lower the risk of co-employment, it's common for organizations to implement a policy that limits the length of time that a contractor can work on any one assignment. Once the tenure limit has been reached, the contractor can no longer work on the assignment- regardless of the project length.

Contingent workers bring many benefits to an organization's workforce; however, they also open employers up to a range of financial, legal, tax and branding risks. These Contingent Workforce risks will arise when an organization is flagged for non-compliance and is assessed based on its failure to comply with employment standards.

Without proper classification in place, one of the major risks employers face is co employment, and not even major corporations can escape the penalties if found in non-compliance.

Contingent Workforce

How to onboard international talent in Canada

While onboarding contingent international talent is a competitive asset in a global economy, tapping into the international talent pool also carries compliance and administrative responsibilities in addition to domestic legislative and tax requirements that must be met in contingent workforce management. To remain competitive and compliant in 2022, organizations should adhere to a strict process. 

Here are the steps involved in onboarding international talent in Canada.

Talent Acquisition

How to negotiate your employment contract

The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.  

The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.

And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.

Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how: 

Job Seeker

Understanding Contractor Tenure

Contractor tenure refers to the length of time that a contingent worker can be on an assignment for a single organization. However, in an attempt to lower the risk of co-employment, it's common for organizations to implement a policy that limits the length of time that a contractor can work on any one assignment. Once the tenure limit has been reached, the contractor can no longer work on the assignment- regardless of the project length.

Contingent workers bring many benefits to an organization's workforce; however, they also open employers up to a range of financial, legal, tax and branding risks. These Contingent Workforce risks will arise when an organization is flagged for non-compliance and is assessed based on its failure to comply with employment standards.

Without proper classification in place, one of the major risks employers face is co employment, and not even major corporations can escape the penalties if found in non-compliance.

Contingent Workforce

How to onboard international talent in Canada

While onboarding contingent international talent is a competitive asset in a global economy, tapping into the international talent pool also carries compliance and administrative responsibilities in addition to domestic legislative and tax requirements that must be met in contingent workforce management. To remain competitive and compliant in 2022, organizations should adhere to a strict process. 

Here are the steps involved in onboarding international talent in Canada.

Talent Acquisition

How to negotiate your employment contract

The pandemic has presented an unprecedented workforce climate - yet while the world is slowly recovering, the workforce is rapidly seeing an increase in jobs and opportunities.  

The final stage in cementing any business relationship is contract negotiation. Whether you're entering the contingent workforce, becoming a fulltime employee or re-negotiating a pre-existing agreement, the workers who get what they want achieve it with a sound negotiation strategy.

And while the current workforce and economic climate may impact an organization's payroll, your skills and experience are of value, and it's important to approach the bargaining table with confidence that a fair and competitive market rate will be agreed on - if you're prepared.

Before you accept the first offer, lay the groundwork for getting what you deserve. Here's how: 

Job Seeker

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Customer Success Stories

“Excellent service, very timely response time, quality candidates and outstanding support.”

K.M.
Global Professional Services Firm

“Great support in helping us achieve our corporate mandates by providing top quality knowledgeable resources in a timely and efficient manner - very easy to do business with! “

L.R.
National Telecommunications Provider

“..the most reliable partners we work with. They are timely with their submissions and are quick to respond to emails and provide updates and required information. Their candidates typically are at the top of the pack as is evident by their fill/success rate.“ 

Z.N.
Leading Financial Services Institution

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