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Independent Contractors, Discriminatory Practices, Class Groups

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Please help with the following questions. Detail answers and examples would be greatly appreciated.

1. When using independent contractors, firms must be prepared to relinquish most of their control over how the work is done. Why is this good advice? Include an example in your answer.

2. Employment requirements and practices should be scrutinized for their potential to disadvantage protected class groups and for evidence of their job relatedness and business necessity. Is this good advice? Why or why not? What kind of discrimination would this be evidence of? What should the employer do if scrutiny turns up evidence of discriminatory practices?

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The solution examines independent contractors, discriminatory practices and class groups.

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1. It is good advice for the firm to be willing to relinquish most of the control of the work because this is the legal requirement for classifying someone as an independent contractor. A firm does not have to withhold taxes from an independent contractor's wages (although they must track and report the earnings to the IRS), they do not have to pay unemployment insurance, don't have to provide medical insurance, or most any other benefit. The firm saves tons of paperwork and the associated costs of human ...

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