Gig Economy
Latest Controversy Over IC Classification for App-Based Workers
The nextSource Blog continues to follow the saga of app-based gig work and how regulatory bodies like the Department of Labor and the IRS address the question of “who is an employee and who is an independent contractor”. The highest profile of the many cases winding through state level courts, statehouses and the US Congress…
Read MoreTrends for the New Year
While there is no shortage of opinions available on where things are headed for workforce management operations, we’d feel remiss if we didn’t add our voice and perspective to the mix. So, here’s some predictions we feel confident making about what to expect in 2022 as contingent workforce managers. We’ll start with the broad view…
Read MoreWhat are the Pros and Cons of the Gig Economy for Employers?
As noted in our last post, this week, the blog looks at the pros and cons of the “gig economy”. This post will examine the upsides and downsides from the employers’ point of view. Before we jump into the upsides of engaging talent through gig economy sourcing, in case anyone still isn’t clear on the…
Read MoreWhat are the Pros and Cons of the Gig Economy for Workers?
This week, the blog will be taking a look at the pros and cons of the “gig economy”. This post will examine the upsides and downsides from the workers’ point of view. The next post will do the same but from the viewpoint of an employer. Before we jump into the upsides of working within…
Read MoreNYC’s New Regulations on App-Based Businesses Illustrates the Shifting Rules Surrounding New and Evolving Worker Types
Here at the nextSource blog, we’ve been covering the regulatory issues surrounding gig economy companies like Uber and similar app-based business models. Past coverage focused mostly on the ongoing legal debate over whether drivers, delivery persons and other app-based workforce elements were best classified as 1099 contractors (what the platform providers claim to be the…
Read MoreBiden DOL Spikes “Opinion Letters” Changing IC Compliance Rules
The Biden Administration has taken some aggressive steps to reverse rules governing independent contractor classification which had been put in place by the former administration. In January, the Biden Labor department requested all federal agencies freeze proposed regulations pending further review. Here’s what they’ll be looking at and how it is likely to impact your…
Read MoreWorking Knowledge Digest Nov-Dec 2020 | Part I
Welcome to the bi-monthly installment of nextSource’s “Working Knowledge” feature. This portion of the website delivers informative perspectives for practitioners of contingent workforce management, culled from trusted sources. Readers of this feature enjoy boiled-down information on specific tactics, legal/regulatory updates and other tactical information. Here’s part one from this two-part digest of Working Knowledge gathered…
Read MoreEverything You Wanted to Know About Contingent Workforce Definitions but Were Afraid to Ask
With apologies to Woody Allen and his famous movie of similar title, we’re dedicating this post to helping clarify misconceptions about contingent workforce elements that are commonly misunderstood. While not quite as titillating as the subject of sex, there are still a good number of terms, positions and ideas that contingent workforce professionals use, and…
Read MoreUber’s Temporary Reprieve Postpones Precedent-Setting IC Classification Court Ruling
In a case watched very closely by the contingent workforce management industry, an appeals court in California granted the request by ride-sharing leaders, Uber and Lyft to halt an order that would have compelled the two companies to classify their drivers as employees instead of independent contractors (ICs). The saga of Uber and other similar…
Read MoreA Lifeline Now Available to Unemployed Contractors During COVID-19
It has been noted, especially by those who are independent contractors, gig economy workers and freelancers, that the government assistance money provided by the Federal government to offset the economic/labor disruption caused by COVID-19, was not readily accessible to those who didn’t hold a W2 job. With the increased numbers of those workers who fall…
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