Independent Contractors, Discriminatory Practices, Class
Groups
Please help with the following questions. Detail answers and
examples would be greatly appreciated.
1. When using independent contractors, firms must be
prepared to relinquish most of their control over how the work is done. Why is
this good advice? Include an example in your answer.
2. Employment requirements and practices should be
scrutinized for their potential to disadvantage protected class groups and for
evidence of their job relatedness and business necessity. Is this good advice?
Why or why not? What kind of discrimination would this be evidence of? What
should the employer do if scrutiny turns up evidence of discriminatory
practices?
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