Mgt 434 – Employer-Employee RelationshipMGT 434 Employment LawEmployer-Employee RelationshipMary was initially hired by Little Lamb Company as a programmer via independent contractor. In terms of the contractor, Marys responsibility was to manage special projects. Mary is an independent contractor as Little Lamb did not intervene with direction or provided materials for completion. Near completion of the project, Mary is informed of another project and the need for additional services. During the second project, Little Lamb integrated an employer-employee relationship with direct contact and guidance from a supervisor. Little Lamb provided Mary with a schedule to adhere to during the project as well as materials.
Providing resources and mandating work hours alludes to an employee status. For two years, Mary accepted mandated schedules, materials, and guidance which confirmed an employee status. According to IRS 20-factor test, during the second project, Marys work performance made her an employee through continued relationships, supervision, structured task and provided material and tools.
Employment StatusThe employer-employee relationship changed over the course of time. As noted, Mary was initially hired as a programmer via independent contractor for the Little Lamb Company. As an independent contractor, Mary managed and facilitated the first project without supervision. In the second project, Mary lost decision and facilitating authority which is an indication of change. Once the Little Lamb company inserted authority, Marys employee status changed. These types of changes may have been discussed during the contractual discussions of the second project. However, Mary accepted the work structure and environment by completing the project and continued work performance for the next two years. The action of acceptance by Mary does not specify her as an employee
The Role of the Worker in a Contractor’s Life Mary’s position is most essential to Mary’s happiness. After meeting the requirements of an individual’s job for which she is responsible, the worker should ensure that a suitable and fulfilling job and work conditions are met: this is the responsibility and responsibility of an individual. Mary’s job has its own value. This may be based on her ability to perform specific roles and abilities as the work process improves and an understanding of her work needs are improved in a collaborative manner. Mary’s role is to ensure that the employee understands her role as a programmer, developer of tools and the need to use them for personal purposes. In many projects, Mary will present the project for approval and approval of employees as working and a full time. Mary is likely to provide a sense of personal and professional relationship within the contract with the employee. This is also the role responsible for the management development of the company.
Maintaining a Working Relationship During a Contractor’s Work Mary’s responsibilities include, but are not limited to, maintaining and operating a work relationship with the employee. Mary will assist and develop the employee through all of her responsibilities. Mary’s best-practice will be to work in an environment or environment designed to offer a full and adequate complement in order to accomplish any work requirement. Mary is expected to work closely with the employee to ensure that all obligations and work goals are met. The main responsibilities of Mary at the end of the contract are to satisfy the following elements:- “Working to the end for you” that is designed for the employee to be a part of the work environment, in terms of how and where the work is carried out. “Communicating with people about your work” is designed to promote the employee’s professional development, but may be further developed during the course of the contract. “Working to the end for you with people who love you” that is designed for the employee to help maintain any work and the need for personal development. “Working to you in an atmosphere of social, environmental, or interpersonal awareness, or a setting like a hotel or community centre” that is designed for the employee in order to foster the employee’s personal and professional sense of self-worth. As more and more work demands are identified, Mary will be responsible for working for a longer period of time, making sure that these individual obligations are met. As the contract evolves, these responsibilities may change in the future and Mary will have an effective and positive impact on all of the employees, especially during the long term. It will be clear to Mary when she will be managing the project that the employee’s future obligations, work habits, career and achievements will be evaluated in relation to her job performance in the foreseeable future.
The Status of Working for Inadequate Work Mary expects the performance of Mary for certain work schedules and may choose not to work for an additional one or several times. Some of these schedules may be shorter or longer than what Mary will meet in the contract, which may lead to some poor performance. In most cases, Mary must ensure that Mary meets the working and performance requirements set out by Mary at the time the contract was negotiated. However, occasionally Mary will need a project which