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Loretta Wallace
Vice-président

Loretta Wallace est responsable de la vision, de la direction et de la croissance des succursales de Calgary, de Vancouver, d’Edmonton et du Texas. Elle dirige les stratégies d’expansion et d’acquisition, ainsi que les projets liés aux services et au développement des affaires pour ces cinq succursales.

Grâce à ses 18 années d’expérience en gestion de main-d’œuvre contractuelle et à ses conseils tactiques, Mme Wallace a renforcé la présence de l’entreprise dans l’ouest du Canada et dans le sud des États-Unis. Ses efforts ont conduit à l’ouverture d’une deuxième succursale au Texas et à l’établissement de nouveaux bureaux à Vancouver et à Calgary en 2015.

Ancienne enseignante, Mme Wallace est titulaire d’un baccalauréat en sciences de l’Université Victoria et d’un baccalauréat en enseignement de l’Université Brock. Elle réside à Calgary et soutient les organismes Cancer de l’ovaire Canada et La Course à la vie.

 

 

 

Loretta Wallace

Vice-président
Loretta Wallace

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Independent Contractor Payroll: How to pay contingent workers

Independent Contractor Payroll refers to the tasks an organization must execute to ensure Independent Contractors are paid correctly and on time in accordance with their contract or Statement of Work (SOW). Independent Contractors are not employees; therefore, employers are not responsible for the withholding, collecting or paying of the Independent Contractor’s taxes nor any other payments.

Amid today's ever-evolving work world and economic climate, more and more organizations are turning to remote and ready contingent workers, or Independent Contractors, in order to quickly and efficiently reach their corporate goals.

Yet, while engaging Independent Contractors comes with many benefits, operating an Independent Contractor Payroll program is often complex and confusing to both enterprise-level organizations and small business owners.

If you're an employer who is operating, or is thinking of operating, a blended workforce powered by both traditional employees and Independent Contractors, it's important to be aware of the legal and tax obligations you have to your workers when it comes to payroll.

Contingent Workforce

Direct sourcing: Designing a program that works for you

They go by many different titles: contingent workers, gig employees, freelancers, consultants and contractors, but regardless of naming, they all serve the same purpose in providing organizations with flexible, skilled staffing solutions to help employers quickly respond to market changes and demands.

In an effort to save on cost, better manage talent and regain control over their recruits, organizations have become increasingly more comfortable taking on some or all of the contingent worker engagement process for simple or frequent openings within their organizations.

The practice of engaging contingent workers directly is known as direct sourcing, and while it's true that direct sourcing can save organizations money, the opposite can also be true if the company doesn’t have the proper resources in place or a formal program to manage the process.

Contingent Workforce

Which is the best payrolling option to manage pre-identified contractors?

In today’s competitive business climate, organizations need an agile workforce that can execute strategies and achieve corporate goals quickly and efficiently. Yet, employers must also be responsible for managing their workers’ wages, bonuses, and deductions as well as provide support during the length of a worker’s assignment(s).

It’s a complex, time consuming process, and staying on top of the frequent changes to legislation can be problematic. Any oversights will result in non-compliance, which could lead to serious fines and negative employer branding.

To stay compliant and competitive, growing organizations will typically shift from a ‘direct contractor payrolling model’ to a third-party payrolling model, either built around the selection of a dedicated supplier or through informal referrals to a variety of vendors.

But which model is the best option for bringing qualified talent quickly and cost effectively into your contingent workforce? Depending on your organization’s acquisition needs, below is a list of payrolling models to consider:

Contingent Workforce

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