Do’s and Don’ts of Hiring an Independent Contractor
ningcontentIndependent Contractor Agreements – A Match Made in Heaven?
Today’s employers are watching their bottom line more closely than ever before, including examining the costs associated with maintaining a full time workforce.
At the same time, workers are looking for ways to increase their independence, decrease their commutes and overall to increase their quality of life.
Done right, independent contractor work can suit the needs of workers and businesses alike.
Independent contractor agreements of one kind or another are, indeed, a popular workplace trend. According to the U.S. Government Accountability office (GAO), there are about 42 million part-time, temporary, or otherwise non-traditional workers–often referred to as “contingent workers”–who together represent roughly 30 percent of the overall U.S. workforce.
This non-traditional labor pool often includes independent contractors, temporary workers, leased workers, agency workers, and others who do not have traditional employer/employee relationships. There are many bonuses to these arrangements for companies and workers alike.
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Article by George Lenard, the originator of George’s Employment Blawg, has over twenty years of experience in all aspects of labor and employment law, including preventive law as well as litigation. His special interests include employment discrimination, sexual harassment, and noncompetition agreements. He is currently a managing partner with Harris, Dowell, Fisher & Harris, L.C., in St. Louis, Missouri, and lives in the suburb of University City with his wife and family.
