Gig workers made headlines recently with California passing new state laws that require companies to turn most contractors into employees. While politicians aimed this law at companies such as Uber and Lyft, it highlights how dependent we’ve become on gig workers. Whether we call them freelancers, consultants or independent contractors, they are everywhere. Some of you reading this are part of the army of independents in the HR war of contractors vs employees.
We can let the politicians and lawyers battle out the fine details, but employee relations specialists have to deal today with the difference between employees and contractors. We can’t wait for a court case. You probably come into contact with gig workers every day, and your company may have several on-site.
How can employee relations help (or should they ignore) people who aren’t employees? (From now on, I’m only going to use the term contractor to refer to the whole group of freelancers, consultants and temps, and any other gig workers.)
To keep reading, click here: Learning the Difference Between Employees and Contractors in Today’s Gig Economy
One thought on “Learning the Difference Between Employees and Contractors in Today’s Gig Economy”
I guess the article was presenting methods to handle a contractor/gig employee as far as interaction. I am assuming that the method of paying these employees are pre-arrangements through the contract. This article just fine-tunes the situation.
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