Employer hires an independent contractor to function as a campaign worker as specified in the contract.
Kentucky Campaign Worker Agreement - Self-Employed Independent Contractor
State:
Multi-State
Control #:
US-INDC-208
Format:
Word;
Rich Text
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How to fill out Campaign Worker Agreement - Self-Employed Independent Contractor?
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FAQ
The other contract (Independent contractor) is a Contract for Service, and is usually a contract where the contractor undertakes to perform a specific service or task, and upon completion of the agreed service or task, or upon production of the result agreed upon, the contractor will be paid.
FEHA typically protects independent contractors as well as employees.
The worker performs work that is outside the usual course of the hiring entity's business; and. The worker is customarily engaged in an independently established trade, occupation, or business of the same nature as that involved in the work performed.
Independent contractors are self-employed workers who provide services for an organisation under a contract for services. Independent contractors are not employees and are typically highly skilled, providing their clients with specialist skills or additional capacity on an as needed basis.
True independent contractors are not covered under workers' compensation laws in Kentucky. Therefore, they would not be able to pursue these benefits. Some employers may classify an employer as an independent contractor to get out of paying taxes.
The Labour Relations Act applies to all employers, workers, trade unions and employers' organisations.
Some general protections provided under the Fair Work Act 2009 extend to independent contractors and their principals. Independent contractors and principals are afforded limited workplace rights, and the right to engage in certain industrial activities.
The main pieces of employment legislation, chief among which are the Labour Relations Act 66 of 1995 (LRA) the Basic Conditions of Employment Act 75 of 1997 (BCEA) and the Employment Equity Act 55 of 1998 (EEA), apply to employees and not independent contractors.
Employees in South Africa are entitled to certain minimum employment benefits, while independent contractors are not. Subject to some exclusions, all employees are entitled to a number of statutory minimum entitlements and basic conditions of employment.
Often Independent Contractors are completely unaware that they are not Employees as defined in South African labour legislation and therefore unprotected by labour legislation.