is to decide if Karen is an independent contractor or an employee and discuss some of the preventative and ethical situations that are occurring in this case. Questions: 1. Do you feel that Karen is an independent contractor or an employee? What is your rationale for this decision? I believe that Karen is an independent contractor. She was never hired by ABC Utility as a permanent employee. Karen’s tittle was change twice; she had a tittle of a temporary employee and Human Resources
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Summary: Karen is a human resources consultant at a local utility. Originally, the work requested was project-based. Karen was asked to develop training materials for an upcoming session on diversity. Cynthia, the human resources manager, was very happy with the work that Karen did and asked her to work on some additional projects. Before everyone knew it, Karen had been working at the utility for five years. Karen has been paid a monthly base salary of $10,000 per month. Karen has received
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1.Do you feel that Karen is an independent contractor or an employee? What is your rationale for this decision? The differentiation between an independent contractor and an employee is a critical one for any employer to make. Furthermore, this choice can have significant implications for the business regarding additional fees and taxes. In this situation, Karen was initially hired as a temporary employee. Moreover, Karen has functioned as an independent contractor for 5 years. If one were to look
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Date__3/4/10____ Scenario Summary: Your Role/Assignment: Your role is to decide if Karen is an independent contractor or an employee and discuss some of the preventative and ethical situations that are occurring in this case. Questions: 1. Do you feel that Karen is an independent contractor or an employee? What is your rationale for this decision? I feel that Karen is an employee. The reason for this first of all is that she has been there for five years and the company has
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Berahmandpour Date 01/23/13 Scenario Summary: Karen works as a consultant at local utility. She was started five years ago for a project. Her job was to develop training materials for an upcoming session on diversity. Her manager, Cynthia, was happy with her work and asks for more projects. Karen was based on salary of $10,000 per month. She has received a 1099 for her wages for last five years. Because she was contractor, she didn’t receive any benefits. After Karen’s husband passed
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01/10/2012 1. Do you feel that Karen is an independent contractor or an employee? What is your rationale for this decision? Karen is a self-regulating contractor as she has never been hired on to ABC Utility as a permanent employee. Karen was brought on as a human resources consultant. My grounds for this decision is based on the fact that Karen has been working for the company for a period of five years and began her career with ABC as an independent employee where the human resource manager
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1. Do you feel that Karen is an independent contractor or an employee? What is your rationale for this decision? Karen is a self-regulating contractor as she has never been hired on to ABC Utility as a permanent employee. Karen was brought on as a human resources consultant. My grounds for this decision is based on the fact that Karen has been working for the company for a period of five years and began her career with ABC as an independent employee where the human resource manager became very
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Your role is to decide if Karen is an independent contractor or an employee and discuss some of the preventative and ethical situations that are occurring in this case. Questions: 1. Do you feel that Karen is an independent contractor or an employee? What is your rationale for this decision? Upon Karen’s initial hire, her title was clearly defined as a “Human Resources Temporary”, in which in error, she has been compensated as an independent contractor. Karen’s position with the
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Karen is a human resources consultant at a local utility. Originally, the work requested was project-based. Karen was asked to develop training materials for an upcoming session on diversity. Cynthia, the human resources manager, was very happy with the work that Karen did and asked her to work on some additional projects. Before everyone knew it, Karen had been working at the utility for five years. Karen has been paid a monthly base salary of $10,000 per month. Karen has received a 1099 for her
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of a covenant of good faith and fair dealing, and see what the outcome would be. * a. An employee was suspended pending discharge for sleeping and “loafing” on the job. The employer offered to change the penalty to suspension without pay if the plaintiff would sign a “last-chance agreement” under which he waived and released “any claims, suits, or causes of action” against the defendant. The employee refused to sign because he was unwilling to waive his rights to state unemployment benefits or
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