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HR hypothetical facts - Essay Example

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In the paper “HR hypothetical facts” the author analyzes the case, where John is hired as an independent contractor. He should not be reporting to the HR when he will be absent. The purpose of this paper is to decide whether John should be categorized as an employee or an independent contractor…
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HR hypothetical facts
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HR hypothetical facts

Download file to see previous pages... In determining whether a worker that provides services to your organization is either an independent contractor or an employee, all information that shows evidence of independence and control degree should be highly considered. The hypothetical facts that show the prove of independence and control are classified into three categories which include type of relationship, behavioral, and financial.Relationship between employee and employer- are there any written types of employee’s benefits or contracts (Fishman, 2014). Will the relationship between an employer and employee continue or end after a while and the services offered very important to the organization. Behavioral- does the organization have the power to control the function of the worker or how he or she carries out his or her duties. Financial- are there aspects of the job of a worker that is controlled by the Human Resource manager? (This includes things such as expense reimbursement and how workers are being paid. These are the main facts that the Unemployment Claims Hearing Office should rely on to determine whether John is characterized as either an employee or an independent contractor. Companies must put into consideration all the above mentioned factors when characterizing a worker as either independent contractor or an employee. Some of the factors indicate that a worker should be categorized as an employee while others entail that a worker should be categorized as an independent contractor. The main thing here is to evaluate all the mentioned factors. ...Download file to see next pagesRead More
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