Legal Protections for Atypical Employees: Employment Law for Workers without Workplaces and Employees without Employers

Source: Katherine V.W. Stone, Berkeley Journal of Employment and Labor Law, 2006, Volume 27, no. 2

… Professor Stone examines the legal consequences of the changing nature of employment relationships for the growing number of American workers who do not have traditional employment relationships or workplaces: temporary workers, independent contractors, and homeworkers. … That is, to be covered, a temporary worker has to prove she is an employee and not an independent contractor. … The proposition that the temporary agency rather than the user firm is the statutory employer of a temporary worker is based on a legal fiction. … When a temporary employee suffers discrimination on a job assignment, that employee can, in theory, sue both the user firm and the temporary agency. … Workplace discrimination will most likely come from the employer where a person works, not the temporary agency. … Hence a temporary worker has protection against employment discrimination but must complain to the temporary agency as well as the user firm if it wants to get the benefit of suing both entities. … However, when an employee works for a temporary or leasing agency and is placed with a user firm, questions arise as to which employer’s workers’ compensation insurer has responsibility for a workplace injury. … Some have held that both the user firm and the temporary agency are the “employer” for purposes of the exclusive remedy of workers’ compensation. … If the homeworker is actively engaged in work when the injury occurs, then it is more likely workers’ compensation will apply. …

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