|Feb. 2, 2015 | www.fisherphillips.com|
Every employer eventually tackles the question of whether its labor force is composed of employees, independent contractors, or a combination of both. The appeal of the independent contractor classification is understandable because the benefits are significant, including the elimination of the need to pay payroll taxes, secure workers’ compensation insurance or make unemployment insurance withholdings. Independent contractors also do not receive overtime pay, or meal or rest breaks.
Getting the most out of employees has always challenged employers. It is particularly difficult in today’s highly regulated business environment with increased global competition and changing employee attitudes. Performance management is not just about dealing with the poor performers. Instead, it’s a more holistic process that begins with getting the right people, setting employee expectations, coaching employees, and ultimately dismissing the poor performers or employees that do not fit into the organization.
Cartoonists shot at work in Paris. Teachers killed while trying to protect their students in Newtown, Connecticut. A CEO shot in the head and stomach by a recently demoted employee in Illinois. News reports are filled with horrific tragedies occurring in workplaces around the world.