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Luke Morrison
Vice-président

Luke Morrison a mis sur pied les succursales de Kitchener et de Waterloo. En deux décennies, ces bureaux sont devenus les principaux fournisseurs de services de gestion de ressources intérimaires de la région.

M. Morrison est également responsable des relations avec de nombreux clients nord-américains prestigieux de l’entreprise.

Fervent promoteur des entreprises technologiques en démarrage, M. Morrisson soutient activement le secteur des technologies de l’information depuis plus de 15 ans. Il est membre de plusieurs organisations locales, telles que Communitech, CTT et PMI, et offre aux entrepreneurs du secteur des TI un regard unique sur la création, la gestion et la croissance de leur entreprise.

M. Morrison réside à Waterloo et détient un baccalauréat spécialisé en administration de l’Université Wilfrid-Laurier. Il est membre de l’Association of Professional Canadian Consultants (APCC) et de l’équipe des ventes tactiques de la section canadienne de la National Association of Computer Consulting Business (NACCB).

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Which is the best payrolling option for 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

Effective tips for how to manage remote workers

Managing remote workers successfully means managers must have the support of their organization’s IT and Human Resources Department in order to provide flexible work options and communication tools that will differ from the status-quo.

At this stage of the COVID-19 outbreak and with World Health Organization’s declaration of a pandemic, many essential and non-essential businesses around the globe have moved beyond their immediate business continuity and crisis management plans - and work from home directives have quickly become the widespread new and indefinite norm.

It’s a challenge for organizations from both a technology infrastructure and day-to-day operations perspective, and many managers like yourself are most likely facing a crash course in managing remote workers. 

It’s also highly likely that most have never worked 100 per cent-remote before, let alone managed other teams in this environment. And managing remote teams during COVID-19 and the ensuing global unrest may seem like an overwhelming and daunting task.  

Yet, effective management is essential now more than ever, and will require more than just the right technologies – managing a team remotely will require the right type of leadership too. 

Talent Acquisition

Tips for working from home during COVID-19 outbreak

Working from home during the COVID-19 outbreak involves a combination of technologies, time management, communication and finding the best work/life balance that realistically works for you.  

The global COVID-19 pandemic has presented an unprecedented situation - one that's affecting all of our families, our communities and our businesses.

Around the world, precautions are being taken in the workforce to protect the health of all individuals and prevent the exposure and transmission of COVID-19 outbreak among workers.  These types of precautions include things like, work travel bans, cancellation of in-person meetings, events and conferences; self-quarantining and working remotely until the dangers pass. 

This leaves, however, the workforce to deal with an unusual challenge: Working from home for the first time.

Even if you have experience in remote work, voluntary or mandatory working from home because of COVID-19 probably seems like a whole new world - and it's most likely feeling very sudden and abrupt. 

Job Seeker

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L.R.
Fournisseur national de services de télécommunications

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