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But in that case I’d agree with the OP. I’m not installing what ever you want on my hardware. I probably was more of a “temporary employee” than a contractor.
by RileyJames 5y ago
But in that case I’d agree with the OP. I’m not installing what ever you want on my hardware.
I probably was more of a “temporary employee” than a contractor. But what’s the difference at that point? I was paid more than the value of entitlements as cash. It suited both parties, and was mutually agreed.
In hindsight, having them provide the hardware, and then handing it back at the end of the engagement would be my preference. It reduced any risks for them and me.
Tho I can easily imagine on/off or short infrequent contracting scenarios that this would not work for.
- learc83 5y ago> I probably was more of a “temporary employee” than a contractor. But what’s the difference at that point? If you’re a temporary employee, the employer is responsible for payroll taxes, and has additional obligations to you (depending on the state). You’re obligations— both to your employer and to the IRS—are different as well. I’m addition to unlawfully skirting regulations, misclassifying an employee as a contractor is essentially stealing from the employee by reducing the company’s tax burden and increasing the employee’s.