• Welcome to HR SUCCESS TALK FORUM
  • Lets Share and Learn
  • You can post your query or share things on below sub forums
Hello There, Guest! Login Register


{myadvertisements[zone_1]}
Thread Rating:
  • 0 Vote(s) - 0 Average
  • 1
  • 2
  • 3
  • 4
  • 5
Are manuals/handbooks needed when you hire US staff for online work?
#1
* Does a nonprofit that hires contractors like web developers and graphic designers from the US to do work for them online (never on the premises) for anywhere from 1 hour to 1 year, is the nonprofit required to have some kind of handbook or manual that those contractors need to be given?

* Or does such a thing only need to be done for employees?

* If it’s not required for contractors, is it ideal to do it anyway for virtual contractors, or not worth the time/money/effort of developing and keeping up to date, and remembering to send to people Plus people might well get the impression we’re being overly legalistic by sending them that type of thing.
 
Reply
{myadvertisements[zone_3]}
#2
(28-07-2013, 04:16 AM)NFP Wrote: * Does a nonprofit that hires contractors like web developers and graphic designers from the US to do work for them online (never on the premises) for anywhere from 1 hour to 1 year, is the nonprofit required to have some kind of handbook or manual that those contractors need to be given?

It is always better to prepare some guidelines for those associates where you can mention all the terms and conditions which you want to mention. You may not need to prepare HR handbook but a reference guide


* Or does such a thing only need to be done for employees?

Yes, HR Handbook is prepared for employees only both permanent and contractual. In your case you can refer these people as associates or consultants.

* If it’s not required for contractors, is it ideal to do it anyway for virtual contractors, or not worth the time/money/effort of developing and keeping up to date, and remembering to send to people Plus people might well get the impression we’re being overly legalistic by sending them that type of thing.


Please make a reference guide. This will not give an impression of regular employee. You can infact mention that these consultants has no right of permanent employees.

Govind Singh Negi
HR Professional- Sr Management
Follow at twitter: @govindsinghneg3 https://twitter.com/govindsinghneg3
Catch on Facebook: http://www.facebook.com/pages/HR-Success...2717854041
 
Reply
{myadvertisements[zone_3]}
#3
Thanks Govind. Are you based in the US or do you have experience related to our question?

Furthermore, if we are not required to send any information to contractors, is there any information we could send them that would increase our legal protections and reduce our liability?

99% of our contractors are virtual and not in our office, so we're not worried about liabilities like injury. But for example, if they slander someone, does it help if we've emailed them information at the start that they are responsible for any slander they commit?

Are there any other types of information that it's smart to send to increase our protections?
 
Reply
{myadvertisements[zone_3]}
#4
Dear Friend,

I have no experience in US related HR laws.

Govind Singh Negi
HR Professional- Sr Management
Follow at twitter: @govindsinghneg3 https://twitter.com/govindsinghneg3
Catch on Facebook: http://www.facebook.com/pages/HR-Success...2717854041
 
Reply
{myadvertisements[zone_3]}
  




Browsing: 1 Guest(s)
{myadvertisements[zone_2]}