View single post by Qaenos
 Posted: Mon Sep 15th, 2014 07:53 am
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Qaenos

 

Joined: Tue Jan 8th, 2008
Location: Massachusetts USA
Posts: 1156
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You *may* be able to get around some of the laws by making the employees "professional contractors" and act like a client. In that case, it would probably be up to them to provide their own equipment. Just make sure that the relationship is clearly client-contractor all the way through, and not employer-employee or you could get in trouble. Just because it's on paper that so-and-so is a "contractor" and not an employee, doesn't necessarily make it so. I ran into that situation myself once. I was on a 3 month contract at $25 an hour when I was doing my Masters that extended into 3 years.   These guys were pricks so one day, I demanded vacation pay and benefits and they told me to screw off because I was a contractor being paid $25 an hour, as agreed. I went to the local labor board and they told me that since I was working there three years, regular hours, had my own office, etc., I wasn't being treated like a contractor and I was in fact a de facto employee.  So they were forced to give me benefits etc. (retroactive too) just like the other regular employees.  Of course they fired me right after that, but that's beside the point.

Last edited on Mon Sep 15th, 2014 07:56 am by Qaenos