Micheal Bobbins
HRM 546
July 4, 2011
Adam Carr
Employment Assessment Week 1
The company that I currently work for has both(prenominal) employees and single-handed contractors. With the employees they are all down to at pass on and seasonal employment. However it is to my knowledge that they are also on the same non compete clause as the independent contractors. to each one individual signs a contract that the company reserves the skillful to terminate at any time. IF the company terminates the contract or the employees employment they are will not be subject to the non-compete clause. However if they resign then they are subject to a three years ten mile radius as it pertains to the non-compete clause signed during orientation upon initial hiring.
Lastly I think managers could use this knowledge, when making decisions and or dealing with study issues. Knowing this a manager could deter making decisions that would be out of the guidelines in relation to human capital commission and company liability and risk. A specific standard is the restitution industry and the accounting industry. Larger insurance agencies tend remove call center workers to handle e-commerce business.
These individuals are licensed and or work in other capacities within the insurance agency.
For example a service writer will be listed as an hourly or salaried employee with State Farm. On the somersaulting side the actual insurance salesman is commissioned and considered a independent contractor. Further more temporary workers would be considered employees because they are assure through a temp agency who is paid to bid the temporary employee services. The contractors and employees within my organization work together, however thither is often some fear for the actual contractor who invade as though temp means restructure, cuts and in those cases monetary hardships.If you want to get a full essay, order it on our website: Orderessay
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