Overview/Description
Do you know the difference between an "employee" and an "independent contractor "? Many employers don't, and in some cases it has cost their companies millions of dollars in taxes, insurance, overtime, fines and penalties. That's why it's important to understand the standards for judging if a temporary, leased or outsourced worker is really an employee. This course will acquaint you with the law and give you the knowledge to manage independent contractors appropriately--without inadvertently changing their employment status. Then you'll look at an actual court case and get a chance to apply what you've learned.
Target Audience
Training managers, human resource managers, functional managers, frontline staff
recognize the benefits of bringing in an independent contractor rather than hiring a regular employee.
select situations where hiring independent contractors would be appropriate.
apply appropriate staffing strategies with specific management scenarios.
identify examples of contract terms that define the organization's employment relationship to independent contractors with examples.
interpret contract terms and apply them to a workplace situation involving an independent contractor.
differentiate between company obligations to independent contractors and to employees.
associate a given company obligation with the appropriate employment status.
Working with Independent Contractors
recognize the difficulties of managing independent contractors differently than regular employees.
select the most appropriate leadership techniques to build smooth working relationships when bringing an independent contractor into your workforce.
apply the most appropriate leadership technique when introducing an independent contractor to the workplace.
determine what workplace applications of control and direction could cause auditors to reclassify independent contractors as employees.
infer whether an appropriate degree of control and direction is being used in managing an independent contractor's performance of work .
select examples of good communications in relationships with independent contractors.
from specific management scenarios, analyze a manager's relationship with an independent contractor to make a judgment as to whether the manager is communicating effectively.