Smart Benefits: How to Ready Your Org for the Gig Economy
Monday, March 05, 2018
- Set clear expectations. Be sure to draft a detailed description of the work that includes defined objectives, milestones, deliverables and timelines. And let the freelancers know their point person for any questions or ideas and where they’ll get the information they need for their work.
- Anticipate technology Needs. From file sharing and remote access to your company’s systems, it’s important to determine what the freelancers will need from a technology standpoint and ensure it’s effective and secure before they start.
- Ensure compliance. Know the difference between an independent contractor and employee and make sure you classify workers correctly. Remember to secure a W-9 from each freelancer and be sure you send a 1099-MISC form to each that you pay $600 or more throughout the year.
- Pay. Decide upfront whether you’ll pay freelancers at an hourly rate or on a fixed project cost with payments at pre-set milestones. And determine the frequency of invoicing and the payment terms so everyone’s on the same page in terms of expectations.
- Maintain the Organizational Culture. With freelancers, it can be challenging to maintain your desired culture so be sure to keep your vision and values in mind when hiring candidates. It’s also important to effectively onboard freelancers and make sure they feel part of the team.
- Sign an Agreement. Some companies opt to protect their engagements with contractual terms that are spelled out in an agreement signed by both parties. In addition to outlining the scope of work, payment terms, and ownership of the work product, the contracts often include clauses on confidentiality as well.
Utilizing freelancers can help you remain agile, focus on your expertise, and optimize your team’s resources. Just be sure you make the most of the opportunities by establishing the right structure from the start.
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