Three questions: (1) Who's in Control, (2) Married or Casual Dating?, and (3) Economically Dependent? BONUS: Our recent study on whether there are 'real' differences between employees & contractors
Ridesharing apps offer marginal incentives (discounted insurance, deals on vehicles and maintenance, and other deals) that are attainable only by a subset of the 23% working over 20 hrs/wk. It's a brilliant and devious mechanism that are basically employer perks without being called as such. I'm no judge, but I wonder if that enters the legal argument at all.
Eric, that's an excellent point!! I haven't see mention of that in the cases as "employee benefits" yet, but I think it could been seen as that. Oh and I will say, there's a lot of movement at the states and at the federal level to remove the presence of benefits as a factor for worker classification tests. Will be interesting to see what that does for this kind of thing
There are certainly many factors that could theoretically constitute worker classification. Here's hoping most authorities have the foresight to not accidentally set precedents that lead to an erosion of the country's most valuable resources: it's labor force and families.
Thank you for always making the economic point that freelancers are not misclassified by default. We know that we are freelancers, even if certain state governments, the federal government, and federal agencies currently act as if we are too naive (or stupid) to know the difference between W2 and 1099 work.
Thanks Lila! Unfortunately, I do see that there is a temptation to assume that independent contractors are just misclassified employees. I will keep working on these issues to shed light on how to think about the differences between workers who are employees and those who are contractors/freelancers such as yourself
Agreed on most points, but a side note:
Ridesharing apps offer marginal incentives (discounted insurance, deals on vehicles and maintenance, and other deals) that are attainable only by a subset of the 23% working over 20 hrs/wk. It's a brilliant and devious mechanism that are basically employer perks without being called as such. I'm no judge, but I wonder if that enters the legal argument at all.
Eric, that's an excellent point!! I haven't see mention of that in the cases as "employee benefits" yet, but I think it could been seen as that. Oh and I will say, there's a lot of movement at the states and at the federal level to remove the presence of benefits as a factor for worker classification tests. Will be interesting to see what that does for this kind of thing
There are certainly many factors that could theoretically constitute worker classification. Here's hoping most authorities have the foresight to not accidentally set precedents that lead to an erosion of the country's most valuable resources: it's labor force and families.
Thank you for always making the economic point that freelancers are not misclassified by default. We know that we are freelancers, even if certain state governments, the federal government, and federal agencies currently act as if we are too naive (or stupid) to know the difference between W2 and 1099 work.
Thanks Lila! Unfortunately, I do see that there is a temptation to assume that independent contractors are just misclassified employees. I will keep working on these issues to shed light on how to think about the differences between workers who are employees and those who are contractors/freelancers such as yourself