Answer to Question 1
Answer: B
Answer to Question 2
Answer: Contingent workers are temporary, freelance, or contract workers whose employment is contingent upon demand for their services. One of the main issues businesses face with their contingent workers, especially those who are independent contractors or freelancers, is classifying who actually qualifies as one. This decision is important because companies do not have to pay Social Security, Medicare, or unemployment insurance taxes on workers classified as independent contractors. These individuals also aren't covered by most workplace laws. The federal government is also looking at increased power to penalize employers that misclassify workers. So, there is an incentive to be totally above-board in classifying who is and is not an independent contractor.
Another issue with contingent workers is the process for recruiting, screening, and placing these contingent workers where their work skills and efforts are needed. Any organization that wants to minimize potential problems with its contingent workers needs to pay attention to hiring.
The final issue is the importance of a contingent employee's performance. It's important that managers have a method of establishing goals, schedules, and deadlines with the contingent employees. Additionally, mechanisms should be in place to monitor work performance and goal achievement, especially if the contingent employee is working off-site.
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