{"id":27993,"date":"2022-10-27T14:18:37","date_gmt":"2022-10-27T18:18:37","guid":{"rendered":"https:\/\/www.people20.com\/blog\/attenuer-les-risques-et-gerer-la-conformite-des-employes-planifier-pour-2023-et-au-dela\/"},"modified":"2025-10-02T15:53:26","modified_gmt":"2025-10-02T19:53:26","slug":"mitigating-risk-and-managing-employee-compliance-planning-for-2023-and-beyond","status":"publish","type":"post","link":"https:\/\/www.people20.com\/fr-ca\/blog\/mitigating-risk-and-managing-employee-compliance-planning-for-2023-and-beyond\/","title":{"rendered":"Att\u00e9nuer les risques et g\u00e9rer la conformit\u00e9 des employ\u00e9s : planifier pour 2023 et au-del\u00e0"},"content":{"rendered":"\n<p>On observe une augmentation constante des risques li\u00e9s aux RH depuis les ann\u00e9es 1990. Le tourbillon de changements dans la nature de l\u2019emploi depuis la pand\u00e9mie a toutefois consid\u00e9rablement accru les pr\u00e9occupations li\u00e9es aux risques et \u00e0 la conformit\u00e9 li\u00e9e \u00e0 l\u2019emploi.   <\/p>\n\n<p>Cela s\u2019explique, en partie, par les changements spectaculaires qui s\u2019op\u00e8rent dans notre fa\u00e7on d\u2019employer les gens. La demande pour de nouveaux styles de travail et un bassin de talents restreint ont accru l\u2019utilisation de travailleurs autonomes, ce qui cr\u00e9e de nouveaux d\u00e9fis pour maintenir la conformit\u00e9. La confusion r\u00e8gne concernant la classification des employ\u00e9s, les lois provinciales, l\u2019application de l\u2019ARC et du <g id=\"gid_0\">D\u00e9partement du travail<\/g> , ainsi que la fiscalit\u00e9 et la d\u00e9claration des travailleurs ind\u00e9pendants. Cette confusion augmente les niveaux de risque pour les entreprises \u00e0 travers le pays et \u00e0 travers le monde.     <\/p>\n\n<p>Alors que la planification pour 2023 commence, il est b\u00e9n\u00e9fique pour les dirigeants de prendre au s\u00e9rieux les nouvelles d\u00e9finitions des employ\u00e9s et d\u2019analyser comment les partenariats peuvent b\u00e9n\u00e9ficier aux programmes de gestion des risques et de conformit\u00e9 des employ\u00e9s de votre organisation.  <\/p>\n\n<h3 class=\"wp-block-heading\">Travailleurs autonomes : le paysage flou de la classification<\/h3>\n\n<p>Les entreprises ne se conforment plus souvent si elles utilisent des travailleurs ind\u00e9pendants ou des IC. La bonne cat\u00e9gorisation des travailleurs en employ\u00e9s \u00e0 temps partiel ou \u00e0 temps plein versus contractuels ne d\u00e9pend pas d\u2019un seul facteur, comme le fait que vous soyez oblig\u00e9 de travailler sur place ou de fournir votre propre ordinateur portable. Au lieu de cela, il y a une pr\u00e9pond\u00e9rance de r\u00e9ponses \u00e0 chercher, et des couches de preuves \u00e0 explorer.    <\/p>\n\n<p>Tant aux \u00c9tats-Unis qu\u2019au Canada, trier les qualifications pour les IC est en t\u00eate de liste des risques pour les erreurs en emploi. Cela s\u2019explique par deux raisons : les r\u00e8gles changent et les descriptions sont confuses. L\u2019IRS \u00e9num\u00e8re 20 facteurs d\u2019emploi \u00e0 consid\u00e9rer seuls, et chacune des cat\u00e9gories d\u2019emploi des diff\u00e9rents \u00c9tats peut d\u00e9router le cadre des ressources humaines le plus assidu. Et au Canada, il peut y avoir des employ\u00e9s, des travailleurs autonomes, et m\u00eame des <a href=\"https:\/\/ally-law.com\/independent-contractor-or-employee-canada-has-a-third-classification\/\" target=\"_blank\" rel=\"noreferrer noopener\">travailleurs \u00e0 charge <\/a>.     <\/p>\n\n<p>Il est important que les classifications appropri\u00e9es soient abord\u00e9es non seulement pour le syst\u00e8me de votre pays, mais aussi \u00c9tat par \u00c9tat et province par province. Aucun facteur en particulier ne d\u00e9termine le bon statut de classification, c\u2019est plut\u00f4t la pr\u00e9valence des r\u00e9ponses et des preuves.   <\/p>\n\n<h3 class=\"wp-block-heading\">Solutions partenaires  <\/h3>\n\n<p>De plus en plus, les entreprises se tournent vers les programmes de services g\u00e9r\u00e9s (MSP) pour externaliser leur programme de main-d\u2019\u0153uvre temporaire et assurer la conformit\u00e9. L\u2019expertise qu\u2019ils offrent peut aider \u00e0 simplifier les complexit\u00e9s d\u00e9coulant de l\u2019utilisation accrue des CI, et m\u00eame aider en externalisant l\u2019ensemble du processus de CI. La plupart des entreprises qui lisent cet article ont d\u00e9j\u00e0 un partenaire MSP.    <\/p>\n\n<p>Ces fournisseurs MSP, \u00e0 leur tour, travaillent avec des prestataires externalis\u00e9s de services d\u2019Agent d\u2019Enregistrement (AOR) pour des fonctions sp\u00e9cifiques d\u2019int\u00e9gration et de d\u00e9part ainsi que pour l\u2019assurance conformit\u00e9 nationale et mondiale.  <\/p>\n\n<p>Un agent enregistr\u00e9 est utilis\u00e9 lorsque les clients interagissent avec des travailleurs ind\u00e9pendants. Les services AOR supportent \u00e0 la fois le CI et le client du MSP du d\u00e9but \u00e0 la fin. Dans certaines r\u00e9gions, cela s\u2019appelle la \u00ab conformit\u00e9 des travailleurs ind\u00e9pendants \u00bb, et les services peuvent inclure :    <\/p>\n\n<ul class=\"wp-block-list\">\n<li>Classification des travailleurs ind\u00e9pendants  <\/li>\n\n\n\n<li>Documentation et gestion avant engagement  <\/li>\n<\/ul>\n\n<ul class=\"wp-block-list\">\n<li>Gestion du dossier de d\u00e9fense d\u2019audit  <\/li>\n\n\n\n<li>Administration des contrats  <\/li>\n\n\n\n<li>Facturation et paiements  <\/li>\n\n\n\n<li>Conformit\u00e9 continue  <\/li>\n\n\n\n<li>Att\u00e9nuation des risques et indemnisation  <\/li>\n<\/ul>\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\">\n<hr class=\"wp-block-separator has-text-color has-alpha-channel-opacity has-background is-style-default\" style=\"background-color:#f6f5f5;color:#f6f5f5\" \/>\n<\/div>\n\n<p>    <\/p>\n\n<p>Les OR travaillent directement avec le MSP pour fournir ces services au nom de la soci\u00e9t\u00e9, augmentant ainsi les chances que votre entreprise reste conforme.  <\/p>\n\n<h3 class=\"wp-block-heading\">\u00c0 noter pour la planification de 2023  <\/h3>\n\n<p>Comme nous l\u2019avons not\u00e9, la conformit\u00e9 peut \u00eatre d\u00e9licate, surtout lorsque des travailleurs autonomes sont impliqu\u00e9s. Ce n\u2019est plus une situation binaire o\u00f9 tu es soit un employ\u00e9, soit pas un employ\u00e9 \u2013 les fronti\u00e8res sont devenues floues et la nuance devient le mot d\u2019ordre.   <\/p>\n\n<p>Lorsque vous commencez votre planification, consid\u00e9rez les \u00e9l\u00e9ments suivants :  <\/p>\n\n<ul class=\"wp-block-list\">\n<li><em>Transfert de propri\u00e9t\u00e9 intellectuelle :<\/em> C\u2019est un point complexe de discussion parce que la propri\u00e9t\u00e9 intellectuelle est des deux c\u00f4t\u00e9s de la table : celle de l\u2019employeur et celle de la communaut\u00e9 de travail. Parce que les IC occupent un r\u00f4le si sp\u00e9cial et souvent de haut niveau dans l\u2019organisation, ils peuvent avoir acc\u00e8s \u00e0 l\u2019intelligence d\u2019entreprise. La situation est souvent invers\u00e9e, car la richesse d\u2019expertise que l\u2019IC apporte \u00e0 l\u2019engagement fait qu\u2019il apporte aussi sa propre propri\u00e9t\u00e9 intellectuelle, qui n\u2019est pas toujours confi\u00e9e \u00e0 l\u2019entreprise. Il devient donc important de cr\u00e9er un processus et de construire une infrastructure qui s\u00e9curise la propri\u00e9t\u00e9 intellectuelle de son propri\u00e9taire.     <\/li>\n<\/ul>\n\n<ul class=\"wp-block-list\">\n<li><em>Charte des droits des entrepreneurs\/syndicalisation :<\/em> Les IC travaillent lentement \u00e0 obtenir une sorte de \u00ab <a href=\"https:\/\/www.jdsupra.com\/legalnews\/employment-law-alert-new-seattle-9951104\/\" target=\"_blank\" rel=\"noreferrer noopener\">charte des droits<\/a> \u00bb pour acc\u00e9der aux m\u00eames droits que les employ\u00e9s. Et alors que les discussions sur <g id=\"gid_2\">la syndicalisation <\/g>reprennent de l\u2019ampleur, le mouvement risque de s\u2019acc\u00e9l\u00e9rer. Cela aura sans aucun doute un impact significatif sur les entreprises et ne manquera pas d\u2019augmenter les risques.    <\/li>\n<\/ul>\n\n<ul class=\"wp-block-list\">\n<li><em>P\u00e9nurie persistante de talents<\/em> : Alors que la p\u00e9nurie de travailleurs disponibles persiste, il est dans l\u2019int\u00e9r\u00eat des entreprises d\u2019\u00e9largir leur recherche de talents \u00e0 l\u2019ext\u00e9rieur des \u00c9tats-Unis. Pour ceux qui ont engag\u00e9 une zone d\u2019op\u00e9ration, il est s\u00e9curitaire d\u2019\u00e9largir votre zone de recherche pour inclure des travailleurs dans d\u2019autres r\u00e9gions, car l\u2019AOR vous assure de rester conforme.   <\/li>\n<\/ul>\n\n<hr class=\"wp-block-separator has-text-color has-alpha-channel-opacity has-background\" style=\"background-color:#f6f5f5;color:#f6f5f5\" \/>\n\n<p>   <\/p>\n\n<p>Cr\u00e9er des solutions qui vous aident \u00e0 planifier \u00e0 l\u2019avance pour rester en conformit\u00e9 peut se r\u00e9sumer \u00e0 choisir le bon partenaire AOR. Ne pas planifier peut entra\u00eener un non-respect, ce qui entra\u00eene des amendes et des p\u00e9nalit\u00e9s&#8230; et souvent pire. Communiquez avec votre fournisseur MSP ou People2.0 pour en savoir plus sur la fa\u00e7on dont l\u2019utilisation d\u2019un agent enregistr\u00e9 peut garantir que votre entreprise reste conforme lors de l\u2019embauche de travailleurs autonomes.    <\/p>\n","protected":false},"excerpt":{"rendered":"<p>Cr\u00e9er des solutions qui vous aident \u00e0 planifier \u00e0 l\u2019avance pour rester en conformit\u00e9 peut se r\u00e9sumer \u00e0 choisir le bon partenaire AOR. Ne pas planifier peut entra\u00eener un non-respect, ce qui entra\u00eene des amendes et des p\u00e9nalit\u00e9s&#8230; et souvent pire. En savoir plus.  <\/p>\n","protected":false},"author":1,"featured_media":27453,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[1163,1199,1271,1889,1203,1223,1215],"tags":[1691,1603,1639,1631,1431,1371],"class_list":["post-27993","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-fr-ca","category-classification-compliance-fr-ca","category-compliance-contracting-consulting-fr-ca","category-legislative-updates","category-practice-areas-fr-ca","category-talent-sourcing-fr-ca","category-workforce-management-fr-ca","tag-b2c-fr-ca","tag-employee-classification-fr-ca","tag-legislative-updates-fr-ca","tag-mitigating-compliance-risks-fr-ca","tag-risk-mitigation-fr-ca","tag-workforce-compliance-fr-ca"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Planification de l\u2019att\u00e9nuation des risques et de la conformit\u00e9 pour l\u2019avenir<\/title>\n<meta name=\"description\" content=\"Explorez des strat\u00e9gies pour att\u00e9nuer les risques et assurer la conformit\u00e9 des employ\u00e9s. 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