Despite recent sharing economy lawsuits, more companies are turning to contract workers to fill positions.
If these reforms leave employees without jobs, was the cause worth fighting?
If the goal is to make a million bucks in the sharing economy, go old school.
You know; if it looks like an employee, acts like an employee, and is treated like an employee, then it’s an employee.
We’re hearing more people talk about engagement for contractors and temporary staff, or contingency labor. While this sounds great in theory, how plausible is it? And does it carry the same weight as engaging our direct hires?
— Enough Worries, project manager, architectural manufacturing, Memphis
We are an apparel maker that uses contingent workers for a variety of high-level tasks, such as designers and engineering. Is it important for us to engage them like our paid staff, and if so, why and how do we do it?
—Laboring to Make the Connection, generalist, manufacturer, Memphis, Tennessee