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Tips for Mistreating Your Independent Contractor Workforce
Independent contractors are the lifeblood of businesses. They provide flexibility and control over your workforce, allowing you to grow as needed and keep costs down. But without proper documentation, your relationship with independent contractors can land you in legal hot water—and possibly cost you millions in penalties.
Make them long-termers.
You can also make them long-term. This is best done by not giving your independent contractors a contract, never providing a W2, and refusing to pay benefits. Since they are technically self-employed, they have no recourse if you decide to terminate their services without notice or reason.
Fail to document the relationship.
If you have an Independent Contractor on your payroll, keeping documentation of the relationship is important. It is essential to keep documentation of how and when they were hired, what their duties are, how much they are paid, how often they should be paid (weekly/monthly), what benefits you provide them (if any), and any other pertinent details. You may also want to include information about the duration of their employment and whether or not there is a probationary period before they become full-time employees. You should make copies of everything that shows your involvement with this person—and if possible, hold onto it indefinitely in case things go south in court later on down the line! Depending on where you live or work in North America, these records could be needed as evidence during legal proceedings against both parties.
Claim independent contractors are employees and pay them a salary.
The first thing to do is to ensure you understand the difference between an employee and an independent contractor. Employees are paid a salary, while independent contractors are paid for the work they do. Independent contractors are not employees and therefore cannot be forced to work set hours or be given benefits. However, some employers would prefer having them classified as employees so they can be treated like one regarding benefits and other perks. This can also help with tax reasons since it allows companies to pay fewer taxes by claiming deductions on things such as health insurance premiums if their workers were considered part-time employees instead of full-time ones who receive benefits from working elsewhere (i.e., through another company).
Leave out fringe benefits for independent contractors.
As a business Owner Operators, you may be tempted to save money by not offering benefits like health insurance or retirement savings plans. But this is an opportunity to attract and retain top talent. If your goal is to build a world-class organization with an engaged team of professionals, you need to provide these benefits for contractors working in less-than-ideal situations elsewhere. If you decide that it's necessary for your business, there are many options for independent contractor benefits: Health Insurance, Disability Insurance, Life Insurance/Disability Insurance.
Don't provide tools and supplies.
You’re going to need tools and supplies. If you don’t provide them, your contractor can sue you. If you don't offer them, they may refuse to do the job because of a lack of resources or materials; if they do take on the job without proper tools and supplies, their work will likely be sub-standard—and it's also possible that their equipment won't be up to code. Providing your independent contractors with all the necessary tools and materials is a legal requirement (assuming that doing so doesn't violate any other laws).
An independent contractor is a self-employed person who has a contract with a company. Independent contractors are paid for their work, but the company does not control how they do it. Independent contractors are not employees; they work on their schedules without supervision or other employer-provided benefits.
In closing, the takeaway from this article should be that independent contractor work is here to stay. If you’re a business owner with no independent contractors on staff, it’s time to start thinking about how you can use them. They can provide flexibility in staffing needs and may help save money in the long run. Remember that these workers are not employees under all circumstances—they need specific conditions met before they qualify for this status!