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ASSESSMENT: |
| 1) | Using independent contractors or contract company workers is a good way for employers to reduce their social security and unemployment insurance taxes. |
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| 2) | Companies that use flexible staffing arrangements (such as temporary workers, leased workers, independent contractors) save substantially on wage and benefit costs. |
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| 3) | Flexible staffing arrangements can provide companies with a just-in-time workforce that responds to fluctuations in workload. |
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| 4) | Telecommuting helps employees solve their childcare problems. |
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| 5) | Companies that allow their programmers and other computer-bound workers to telecommute experience reduced turnover. |
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| 6) |
One advantage to using temporary workers to recruit permanent employees is that it decreases record-keeping costs. |
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| 7) | Telecommuters have more freedom to set their own work hours because they don't need to be in a company office during scheduled hours. |
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| 8) | Companies have saved money by 'firing' whole departments and leasing them back from leasing agencies. |
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| 9) | It makes sense to bring in a skilled independent contractor to lead a project team even if some team members are full-time employees. |
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| 10) | Telecommuters are able to work without supervision. |
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Do your employees get paid for staying at home? Do people who aren't on your payroll populate your workplace? That's not mayhem; it's flexible staffing, with workers ranging from offsite telecommuting employees to onsite contract workers. But flexible staffing can lead to trouble if companies grasp at it for the wrong reasons. The quiz below lists some realistic and some risky reasons for nontraditional staffing arrangements. Give a green light to the statements you could run with and a red light to those that would alert you to stop and rethink your plans.
Your answer...