Plaintiff seeks to recover damages from her employer for employment discrimination and sexual harassment. Plaintiff states in her complaint that the acts of the defendant are so outrageous that punitive damages are due up to and including attorney fees.
Title Vii And Independent Contractors In Dallas
State:
Multi-State
County:
Dallas
Control #:
US-000296
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Word;
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FAQ
The general rule is that an individual is an independent contractor if the person for whom the services are performed has the right to control or direct only the result of the work and not what will be done and how it will be done. If you are an independent contractor, then you are self-employed.
People who are not employed by the employer, such as independent contractors, are not covered by the anti-discrimination laws.
Right to manage your own business. You run your own business as an independent contractor. As a self employed person, you provide your own benefits. Your client has no responsibility for benefits, health insurance, or other things that employees have. Also, you enforce the rights of your business.
Factors that show you are an independent contractor include working with multiple clients instead of just one, not receiving detailed instructions from hiring firms, paying your own business expenses such as office and equipment expenses, setting your own schedule, marketing your services to the public, having all ...
People who are not employed by the employer, such as independent contractors, are not covered by the anti-discrimination laws.
Whether a worker is an employee or an independent contractor under the FLSA is determined by looking at the economic realities of the worker's relationship with the employer. If the economic realities show that the worker is economically dependent on the employer for work, then the worker is an employee.
There are 20 factors used by the IRS to determine whether you have enough control over a worker to be an employer.