Regular Employees Vs. Temporary or Independent Contractors
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Regular Employees vs. Temporary or Independent Contractors
Vista International Operations root in the federal market runs deep. Vista International currently has a global presence on three continents. Vista International Operations are highly tasked with handling a wide variety of Federal IT, Logistics, and Visual Information requirements. The employer also offers vibrant solutions for smaller requirements. Vista International Operations take that same dominant approach to managing tough problems to the commercial level as well (Vista International Operations, 2015). These services include Commercial IT, Graphics, and Videography/Photography. The employer has many employment opportunities, but the question is who did Vista International hire to handle all the operations it contains?
Vista International Operations staffs were all considered regular full-time employees regardless of their FLSA class that was salary non-exempt. However, the workload is dependent upon the contacts fulfilled by that of DOD and the United States Army. Hiring all permanent staff, the employer saves time in training and gains stability. There is no time limit set to complete a project as regular employees remain employed until they are laid off, fired, or choose to quit (Hirsh, 2015). Whereas temporary employees work for a particular length of time or until the project is complete. Independent contractors also work may work on specific projects for a specific timeframe; however they obtain their own businesses, invest in own equipment to perform the service, and determine their own methods for accomplishing tasks. If a company controls the earnings, statutory deductions, and expenses of a worker, then such worker is classified as an official employee. With regular permanent staff, Vista International can maintain its rapid growth as each employee gets more efficient at their jobs. Rather than just a business relationship with the employee’s, Vista International Operations will continue to establish an employer – employee relationship worldwide.
Employment-at-Will
The employer is acting with the statutes of Alaska in working within employment-at-will and has stated within the hiring agreement the information about just cause not being needed. “In Alaska, an employer does not need to give a reason to fire an employee. Therefore, he/she has not violated any wage and hour law. You may wish to check with an attorney to see whether you can file a civil lawsuit against your employer for wrongful discharge.” (Alaska Department of Labor, 2015) , the state makes the case that unless there is a violation of a Title VII protection, there is little grounds for an employee to file a claim against the employer. The organization does need to make sure they have a reason besides the protected rights just in case there is a case brought against them.
Receiving news that you are being fired from your current employer is never easy, but, unfortunately, that is one of the state rules an