The U.S. Department of Labor's definition of independent contractor has been in a state of flux between the Obama/Trump/Biden administrations and this can create confusion about classification of workers and the responsibilities that the host employer has under the Occupational Safety & Health Act, the Mine Safety & Health Act, and implementing policies.

Both agencies also provide for situations where an employer can be dually cited along with staffing agencies or contractors, with penalties of up to $136,532 (OSHA) or $274,175 (MSHA) per violation. Injuries impacting third-party workers - temps, independent contractors, and day laborers - can also trigger tort liability against the host employer or general contractor in the millions of dollars.

This webinar will provide the most current guidance from OSHA/MSHA on their temporary worker and independent contractor protection and enforcement programs and offer tips on how to protect everyone at the worksite, manage compliance, and mitigate liability.What You'll Learn:Overview of Temporary Worker Issues and the Gig Economy

• Definitions of Employee, Temporary Worker and Independent Contractor
  
• Recent U.S. Department of Labor Changes in Independent Contractor Rules
  
• Why Worker Classification Is Important Legally for OSHA/MSHA Purposes

OSHA's View of Host Employer Responsibilities for Temporary Workers

• OSHA's View of Host Employer Responsibilities for Temporary Workers
  
• Training Issues
  
• Personal Protective Equipment
  
• Hazard Communication and Recognition
  
• Supervision and Control Issues
  
• OSHA's Multi-Employer Citation Policy

Best Practices to Limit Liability Arising From Temporary Worker Use

• Onboarding, Training and Documentation
  
• Addressing Respirators, Occupational Health and COVID-19 Issues for Temps
  
• Legally Effective OSHA Inspection Tips for a Multi-Employer Worksite
  
• Tort Liability and Workers' Compensation Considerations