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I think hiring short-term contractors for a quick scale up is the practice most at risk. Let’s take an even more constrained role like customer support - say a

I think hiring short-term contractors for a quick scale up is the practice most at risk. Let’s take an even more constrained role like customer support - say a company wants to hire more support reps over a period of busy sales like Christmas. Since these people are heavily directed and are just adding capacity to the existing business, it seems likely that would fail the ABC test. So what are companies going to do in this case? Well, California is an at-will employment state, so maybe they’ll get really good at onboarding and then hire and fire FTEs within one month to cover the busy season. That doesn’t seem desirable to workers either.

deleted 7y ago
[deleted]
Broken_Hippo 7y ago
There are temporary or limited term part-time jobs, though. There is no real need to hire and then fire folks. Simply hire as a seasonal employee. This is what retailers do around Christmas, for example. Sometimes they'll hire an employees a permanent employee afterwards, but not always. There are folks that take these jobs year after year - both around holidays and during summer breaks. Sometimes this isn't ideal and sometimes it is pretty perfect for the employee. But these are not contractors. They are employees. The company pays all of the applicable taxes and handles payroll. The company is responsible for workplace injuries and so on. I don't see where this is really a big issue - and hiring these folks as contractors seems more a thing to take advantage of folks.