Cleaning Services for London: Personnel and Recruiting Term Paper by scribbler

An analysis of the differences between an independent contractor and an employee with a focus on the company Cleaning Services for London.
# 151825 | 1,870 words | 4 sources | APA | 2012 | US
Published on Sep 29, 2012 in Business (Small) , Business (Human Resources)


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Description:

This paper discusses how defining the differences between an employee and an independent contractor has become an important issue of debate and how currently, the issue of whether an employee falls under the auspices of an employee or an independent contractor is being determined by case law. The paper focuses on the company Cleaning Services for London and how in particular, the contract at Cleaning Services for London is vague and unenforceable. The paper further looks at how the development of more specific contract specifications and the development of Standard Operating Procedures will play a key role in avoiding litigation and in reaching the goals of the organization in the future. A sample contract is appended to the paper.

Outline:
Introduction
Research
Relevant Literature
Reference to Appropriate Theories/Models
Analysis of Key Themes
Conclusions
Recommendations

From the Paper:

"As a result of the case description and the literature, several key themes can be found that result in the development of best practices at Cleaning Services for London. Currently, the company finds employees through personal contacts and referrals from family and friends. While, this practice may work for a small company, referrals from family and friends can have several pitfalls. The pool from which to select employees is very small, which may result in the selection of mediocre employees that do not perform well in the end. This can be a costly mistake. Recruitment methods need to utilize methods that provide a larger selection of candidates to choose from. Even though the current hiring practices appear to be working, there are many issues that are not being dealt with using the current hiring practices. Expanding hiring practices to a larger market will bring some of these problem to light. "

Sample of Sources Used:

  • Briney, D. (2008). Federal Express drivers: employees or independent contractors? Journal of Legal, Ethical, and Regulatory Issues. Findarticles. Retrieved March 1, 2010 from http://findarticles.com/p/articles/mi_m1TOS/is_1_11/ai_n31140807/
  • Dowling, D. (2007). Global HR Hot Topic: Overseas Independent Contractor - Action Steps and Checklist. White & Case. Retrieved March 1, 2010 from http://www.whitecase.com/hrhottopic_1007/
  • Redpath, L., Hurst, D. & Devine, K. (2009). Knowledge workers, managers, and contingent employment relationships. Personnel Review. 38 (1): 74-89.
  • Reibstein, R., Nixon, J. & Schulder, D. et al. (2008). The Risk of Using Independent Contractors. New York Law Journal. May 15, 2008. Retrieved March 1, 2010 from http://www.law.com/jsp/nylj/PubArticleNY.jsp?id=1202421388098&slreturn=1&hbxlogi n=1

Cite this Term Paper:

APA Format

Cleaning Services for London: Personnel and Recruiting (2012, September 29) Retrieved November 11, 2019, from https://www.academon.com/term-paper/cleaning-services-for-london-personnel-and-recruiting-151825/

MLA Format

"Cleaning Services for London: Personnel and Recruiting" 29 September 2012. Web. 11 November. 2019. <https://www.academon.com/term-paper/cleaning-services-for-london-personnel-and-recruiting-151825/>

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