I am not a lawyer, but it's my understanding that companies need to treat contractors substantially different from full time employees or get in trouble for bas

I am not a lawyer, but it's my understanding that companies need to treat contractors substantially different from full time employees or get in trouble for basically having full time employees that they don't pay employment taxes on. So the choice is more like: * keep cafeteria workers on the payroll * hire a specialized company to run the cafeteria ...the middle ground would be to require all vendors provide minimum benefits of some sort (vacation, sick days, etc.). But that wouldn't make it feasible to offer a temp event worker a data maintenance role. That would basically be poaching another company's worker.