Independent contractors are usually people considered to be lawyers, doctors, accountants, or even auctioneers who in a manner of speaking are professionals who present their services to the general public. Still an individual can be considered an independent contractor if the payer has the right to control or exact only the effect of the work and not the outcome of the performance. An employee would be defined as an individual who works either full or part-time under an agreement of employment, either oral or written, and has recognized rights and duties in an organization. Still, what really matters is if an employer has the authorization to control the particulars on the services provided to an independent contractor verses an employee.
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This research explains whether human resource departments in organizations can exercise the same amount of control over a person who works as independent contractor verses an employee; in which, testing can be performed to determine if an individual is an independent contractor verses an employer under the Fair Labor Standards …show more content…
In addition, while certain situations determine if a worker as an independent contractor (IC) in every case: not relying on the business as the sole source of income, working at their pace as defined by an employment agreement, being ineligible for employer benefits and retaining a degree of control and independence. While the independent contractors (IC) are their own bosses, work stays within the definitions of a contract and adheres to certain requirements set up by the organization. The employee, on the other hand, relies on the organization for income they lose their independence; however, is eligible for certain benefits and works within the guidelines set up by human resources of the organization.
Recommendations for Managers Finally, the recommendation for action, with the appropriate arguments for organizations to management for hiring independent contractors together with the strategic goal of an organization to improve performance
This research explains whether human resource departments in organizations can exercise the same amount of control over a person who works as independent contractor verses an employee; in which, testing can be performed to determine if an individual is an independent contractor verses an employer under the Fair Labor Standards …show more content…
In addition, while certain situations determine if a worker as an independent contractor (IC) in every case: not relying on the business as the sole source of income, working at their pace as defined by an employment agreement, being ineligible for employer benefits and retaining a degree of control and independence. While the independent contractors (IC) are their own bosses, work stays within the definitions of a contract and adheres to certain requirements set up by the organization. The employee, on the other hand, relies on the organization for income they lose their independence; however, is eligible for certain benefits and works within the guidelines set up by human resources of the organization.
Recommendations for Managers Finally, the recommendation for action, with the appropriate arguments for organizations to management for hiring independent contractors together with the strategic goal of an organization to improve performance