Imagine the following scenario:
Lacking internal resources, a company out-sources IT functions for a technology-based project. To meet the company’s needs, this “QA Project” is ultimately staffed with four IT professionals, none of whom is from the same agency or a company employee. Rather, each is an employee of the placement agency from which they came, on a contract assignment with the company.
As anyone who has been in the staffing industry for any length of time knows, the rules and regulations surrounding the industry are complex and change frequently. As well as federal laws, each State has unique employment rules and regulations that make it challenging for staffing companies with limited resources to work across multiple states. Staffing companies that operate in California, New York and Massachusetts in particular, can have their work cut out trying to accommodate the unique rules and regulations of those States.
You think you should be able to handle that conflict you have. And, likely, you’re very sure that, if only the other person would change, the conflict would cease. Two myths!
MYTH ONE: YOU SHOULD BE ABLE TO HANDLE A CONFLICT YOURSELF
Granted, by the time you are considered an adult—at least in height—you will have encountered enough situations of conflict that you will have some strategies.
The U.S. Labor Department announced today that it has entered into a cooperative alliance with the U.S. Internal Revenue Service and others aimed at ending "the business practice of misclassifying employees [as independent contractors] in order to avoid providing employment protections." As the IRS's involvement might suggest, this collaboration has as much to do with enhancing the inflow of tax revenues and other sums to various governments as it does with "employee protections".