In the Dr. Seuss tale The Butter Battle Book, a farcical tale is told of two antagonistic neighbors—the Yooks and the Zooks—who enter into an arms race and go to war over a disagreement about whether to eat bread with the butter side up or down.
In several recent posts, we’ve been discussing the distinctions between two worker classifications: independent contractors who are issued 1099s by the companies they work for; and traditional employees who are issued W-2s.
Having children is a momentous occasion for anyone and often means big changes in one’s personal life. But for those of us in the working world, our personal lives are often inexorably intertwined with our work lives.
In a previous post, we referred to a principle of psychology often cited in the business realm, particularly among operations and customer relations functions.
In some recent posts, we’ve been talking about the classification of workers in organizations. In general, it’s pretty clear cut whether a worker is an employee or an independent contractor and the IRS explains some criteria for distinguishing between the two.
It’s been in the news frequently enough that most of us are at least vaguely aware that healthcare costs have been rising over the last several years. Anyone paying for health insurance is certainly more than vaguely aware of this. While employees are seeing higher deductibles and more expensive premiums, the impact on businesses is […]
Imagine two scenarios involving employees on your team:
In a previous post, we talked about the decision companies face in classifying workers as independent contractors—those who receive a 1099 for tax purposes—and traditional employees who receive a W2.
At one point or another, most of us have probably felt burned out.
In a previous post, we discussed the challenges rideshare company Lyft is preparing for based on its designation of drivers as independent contractors as opposed to employees.