. As my consulting practice has grown, I have increasingly received questions from organizations about how to address hiring for gigs. The murky world of gig work certainly raises interesting questions for both parties.
At this time, there is no one conclusive test that can be universally applied to determine the status of a worker. Instead, the courts ask whether the gig worker engaged to perform the set services is performing them as a person in business on their own account.
In the meantime, it a wise idea for organizations to seriously consider how they classify their gig workers, and how that is reflected in the contracts signed between both parties, both when they begin at your organization and throughout their tenure there. Employers should schedule a regular checkpoint to reflect on the current nature of the employer-gig worker relationship. Keep in mind things can change a lot in a few months’ time span.
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