contingent jobs

It is important for a business and its human resources department to correctly classify the contingent worker, even if the worker is not full time. According to guidelines by the Department of Labor, an independent contractor is different than a temporary employee. While the business does not have to offer benefits to a temporary worker, they do have to follow other employment laws that pertain to permanent employees, such as overtime pay and minimum wage.

On the other hand, an independent contractor can be paid with one lump sum at the end of the project OR in equal payments. A business can’t be held to the same requirements as the independent contractor is legally self-employed. The difference in the two distinctions lies in how the worker is treated. A temporary employee may have set hours and duties and answer to a supervisor, working in a similar fashion to an employee. Whereas an independent contractor may set his/her own hours and does not have a direct boss who oversees their work.
The benefits and disadvantages of this type of employment need to be examined carefully. What works for one business may not work as well for another. If you have a project or need to ramp up a workforce for a promotion, then, temporary help may be right for you. If you have regular rises and falls in demand, then these types of workers are an advantage.

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