Instead of hiring their own workers, employers sometimes outsource their staffing needs. In some cases, those independent contractors work in the same workplace as employees.
Make clear to managers, however, that they must oversee contract labor with a light hand, and don't have contractors do work that's not specified in your agreement.
It's OK to provide general guidelines about work assignments to contractors, but resist micromanaging. Doing so makes it more likely contractors could be deemed employees, putting your organization on the hook for legal liability, benefits, taxes and more.
As this ruling shows, the more control your organization exerts, the more likely it will be deemed an "employer."
Recent case: Lisa worked for Celebrity Cleaning service and was assigned to work at a community college. The college provided her with a janitorial room, the building keys and alarm codes. But supervisors at the college also asked Lisa to do other tasks during and...