![]() ![]() First, bear in mind that it is not technically legal to schedule independent contractors. ![]() You may have never stopped to consider whether or not your company’s timesheets are actually legally compliant. Ensuring timesheets are legally compliant If you require independent contractors to use a tool, they have a right to understand how it works. It is also helpful to inform workers and ensure them that their information will be safe. Companies must weigh the costs and benefits of using tools that take screenshots or track location and keystrokes, features that Beebole does not offer. Oftentimes, this opposition stems from concerns about privacy and ease of use. However, some contractors will be resistant to using a tracking tool. Without them you’ll end up with missed deadlines, unclear expectations, and frustration on both ends.Įffective management and time tracking will help with a number of these issues. Aside from liability issues and compliance with ever-changing regulations, day to day management requires patience, communication, and clarity. But there are a number of other ongoing challenges and risks to hiring freelance workers. If you are confident that your independent contractors are correctly classified, great. In Beebole you can classify users as employees or contractors and create groups for customizable permissions and reports. Take a look at your region’s laws to ensure your contract jobs are compliant. Generally, the pertinent laws will set out a multi-part test that determines a worker’s classification. An individual does not become an independent contractor under the law just because their employer chooses to classify them as so. ![]() It’s important to remember that the determiner as to whether a worker is an employee is not simply the label an employer uses. These added responsibilities and costs make it tempting for companies to misclassify workers, and there is constant litigation on the issue. While laws vary by country or state, generally speaking labor laws concerning minimum wage, overtime pay, withholding obligations, workers’ compensation and so forth all hinge on whether or not an individual is an employee or an independent contractor. What’s not to love? A word about correctly classifying workers: when is someone an employee and when are they a contractor? They now make up nearly half of workers at most technology firms, and in the United States these companies can save $100,000 a year per worker by using contractors in place of full-time employees. With no need to pay taxes, overhead, or benefits it’s no wonder employers prefer to cut costs and hire independent contractors. It’s important to understand the costs, benefits, and obligations of using freelance workers, particularly if you plan to use an independent contractor time tracking tool. The growing gig economy is increasingly regulated to protect these workers. While staffing your company entirely with independent contractors might sound tempting, it comes with challenges and obligations. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |