#independent-contractors

#independent-contractors

Independent contractors have tax obligations and must understand their classification, which affects their financial responsibilities.

California's new employment laws enhance protections for workers, targeting discrimination, harassment, and improving conditions for independent contractors.

Hiring 1099 contractors instead of full-time staff can expose property managers to significant legal risks and compliance challenges.

Hiring independent contractors offers businesses flexibility and specialized skills without the commitment of full-time hires, enhancing operational efficiency.

The rise of high-speed internet in the early 2000s facilitated global outsourcing of knowledge work due to improved communication.

Organizations used technological advancements to cut costs by outsourcing to countries with lower labor expenses.

Employing independent contractors for complex projects allowed companies to reduce costs by avoiding benefits and severance payouts.

Ride-share companies in California can continue classifying gig workers as independent contractors due to the victory in the Supreme Court.

Uber and Lyft agreed to worker benefits, including $32.50 per hour, paid sick leave, health insurance stipend, and a $175 million payment to Massachusetts.

Misclassification of workers as independent contractors is a form of worker exploitation violating labor laws.