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What is Contingent Employment

When looking outside the company to hire new employees, you have a number of options. If members of the core team are fully occupied, and you have new tasks that must be handled on an ongoing basis, it probably makes more sense to hire additional full-time or part-time employees. If, however, upcoming projects are of limited duration or that you need specialised knowledge not available internally, then a mixture of full-time employees and Contingent Employment workers may be your best bet. There is a wide world of talent out there, and you do not have to approach to take advantage of the same way for each individual or work.

 There are different ways that workers who depend on their particular needs can participate at the time you are recruiting. But you have to know what you are doing when you involve workers who are not employees of your company in the traditional sense. The relationship of several workers to your company is a key concern for federal and state governments, in particular, the agencies responsible for collecting payroll taxes.

 Confusion about these relationships is driving an increasing number of demands, and it is important that you understand the differences. Here is a look at the fundamental classifications of workers. There are three factors that determine how workers will serve a business:

 

Your relationship with the company in need of your services (the capacity in which you work) The duration of your contract (short or long term) The hours work (part time or full time) Of these three, the relationship is more important from the legal point of view.

There are three basic types of worker relationships: Employees: Workers are directly employed by the company for which the work is performed.

Contingent workers: Workers are provided by a firm of personnel of the company for which the work is performed and are employees of the personnel firm.

 Independent contractors: Workers who submit their own bills for services rendered. They are neither employees of the company for which the work is performed, nor employees of a factoring staff firm in the duration and schedule, the workers of the three categories of relationship can be full-time, part-time, short-term term, or long term.

 

In the same way, the employee himself may claim that he should never have been treated as an independent contractor, but, instead, should have been treated as an employee, entitled to the various financial and other benefits associated with an employer / employee relationship. You must understand the specific differences between contractors and independent employees. Seek advice from a lawyer with knowledge and experience.

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    What is Contingent Employment
    When looking outside the company to hire new employees, you have a number of options. If members of the core team are fully occupied, and you have ne...
    Feb 9
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