Nearly two in five (37 percent) managers, directors, and executives believe their organization enacted layoffs in the last year because fewer employees than they expected quit during their RTO. And their beliefs are well-founded: One in four (25 percent) VP and C-suite executives and one in five (18 percent) HR pros admit they hoped for some voluntary turnover during an RTO.
As a contractor, your client isn’t allowed to dictate your work methods. It’s one of the things the IRS looks at when identifying misclassified employees.
While true, it’s a bit more nuanced than that. They can absolutely have requirements in the contract that will put you on site. For instance, they can have you being the one to set up the conference room for the morning meeting. They can also categorically say that their VPN access is only for FTEs.
But as an independent business negotiating a contract, you just haggle these terms away. It’s still a good idea to document expectations, including work hours and locations.