Published by:
Harvard Business Publishing
Length: 2 pages
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Abstract
Most large companies today have dozens or even hundreds of contract employees working in their facilities but not collecting regular paychecks or receiving benefits. From a manager''s standpoint, contracting with skilled professionals makes sense for a host of reasons. But as the much-publicized Microsoft case demonstrates, failing to reach an agreement with regard to a contractor''s employment status can be expensive. To avoid trouble, it''s important to be familiar with the ways in which you can and cannot manage independent contractors. Also includes, "Independent Contractor or Employee? The 20 Tests," a list of factors the IRS and federal courts use to determine whether workers are properly classified.
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Abstract
Most large companies today have dozens or even hundreds of contract employees working in their facilities but not collecting regular paychecks or receiving benefits. From a manager''s standpoint, contracting with skilled professionals makes sense for a host of reasons. But as the much-publicized Microsoft case demonstrates, failing to reach an agreement with regard to a contractor''s employment status can be expensive. To avoid trouble, it''s important to be familiar with the ways in which you can and cannot manage independent contractors. Also includes, "Independent Contractor or Employee? The 20 Tests," a list of factors the IRS and federal courts use to determine whether workers are properly classified.