One of the factors in defining employment status is whether or not the worker can hire people to do specific projects related to the job. The musicians are said to have the ability to select the concerts in which they prefer to participate. Should the French horn player choose not to play at a particular event, they are allowed to hire a replacement musician. Independent contractors are responsible for getting the work done, and are able to employ others to work with or for them, without needing permission from others. If they are unable to do the job, they can organize a replacement (Haddon, 2014). Because the French horn player has the ability to exercise such control, he may be working independently.
According to Haddon (2014), …show more content…
Revisions to current policies may be needed at times, as changes are inevitable. Employers must be able to implement changes upon review of the current operations, making certain that the changes will be an improvement, and fair to all stakeholders. There should be clearly defined guidelines as to when and how employers can make amendments to the handbook. An individual in the company should not be granted unrestricted access to make modifications in the procedure book. Rather, there should be a board making a collective decision to amend the …show more content…
Had the company provided the instruments necessary for performing the job, her status may be suggestive of an employee. If the French horn player was prohibited from doing similar work elsewhere, then she may have been an employee. Employees also work a given number of hours per week. The musician in this scenario did not have set hours, but rather was employed on an as-needed basis. She was also allowed to solicit work elsewhere, contracting her services to other companies, all characteristics symbolic of an independent contractor. A final indicator is that no benefits are allotted to the musician, and the individual is responsible for paying their own employment taxes. Tax liability is a key determinant of employment status. The French horn player should not be covered under the ADA, as she was not bound to the same conditions as individuals obligated to the company (employees). The musician is considered an individual
According to Haddon (2014), …show more content…
Revisions to current policies may be needed at times, as changes are inevitable. Employers must be able to implement changes upon review of the current operations, making certain that the changes will be an improvement, and fair to all stakeholders. There should be clearly defined guidelines as to when and how employers can make amendments to the handbook. An individual in the company should not be granted unrestricted access to make modifications in the procedure book. Rather, there should be a board making a collective decision to amend the …show more content…
Had the company provided the instruments necessary for performing the job, her status may be suggestive of an employee. If the French horn player was prohibited from doing similar work elsewhere, then she may have been an employee. Employees also work a given number of hours per week. The musician in this scenario did not have set hours, but rather was employed on an as-needed basis. She was also allowed to solicit work elsewhere, contracting her services to other companies, all characteristics symbolic of an independent contractor. A final indicator is that no benefits are allotted to the musician, and the individual is responsible for paying their own employment taxes. Tax liability is a key determinant of employment status. The French horn player should not be covered under the ADA, as she was not bound to the same conditions as individuals obligated to the company (employees). The musician is considered an individual