Running Head: EMPLOYMENT CATEGORY ANALYSIS 1 EMPLOYMENT CATEGORY ANALYSIS 6 Employment Category Analysis Khanh K. Nguyen Capella University September 24, 2019 Employment Category Analysis Describe each category of worker (full- and part-time employees, independent contractors, temporary employees, interns, students, volunteers, and partners). Full time employees are those that that work a minimum amount of time in hours as specified by their identified employer. They usually earn a fixed salary every month or hourly. Part time types of employees are types of employees who work fewer hours than full time associated employees. They possess a more flexible type of schedule. They are not given any employee benefit. Temporary employees are considered to be types of employees who are usually employed only for a specific time. They can be categorized as part time or as full-time types of employees (Bobo & Casillas, 2016). They are generally are not considered eligible to attain employees associated benefits. Most of the temporary employees are usually hired via temporary employment agencies and work on a probationary associated period. Independent types of contractors offer goods as well as services to an organizing under various terms that are specified in a certain contract or even verbal agreement like an independent contractor associated agreement. They can be identified as individual persons as well as companies or even corporations (Fishman et al., 2017). They usually lack control over their identified schedule and are usually expected to perform tasks as along as when required. Interns are types of employees who work under the keen guidance of higher-level types of employees. Interns are usually trained for identified white-collar as well as professional careers. They are usually college students and can in some occasions they can be high school students or even postgraduates. A volunteer is identified as an individual who carries out tasks without expecting any type of payment from such work. A partner is identified as a type of employee that works in a limited or unlimited partnership (Wilkinson & Deeg, 2014). This classification of employees is essential in helping employers to adhere to the employment associated laws. In the case that an employee has been involved in misclassification of employees, a court offers penalties and fines to such an employer for violations. Include an analysis of the pros and cons of each type of worker, from an employer's perspective. There are a variety of pros as well as cons that are associated with each category of employees. Independent contractors are essential since the level or oversight regarding such employees to employers is low (Fishman et al., 2017). Nonetheless, the identified legal along with financial responsibility is considered to be low. Therefore, ...

1. Running Head: EMPLOYMENT CATEGORY ANALYSIS
1
EMPLOYMENT CATEGORY ANALYSIS
6
Employment Category Analysis
Khanh K. Nguyen
Capella University
September 24, 2019
Employment Category Analysis
Describe each category of worker (full- and part-time
employees, independent contractors, temporary employees,
interns, students, volunteers, and partners).
Full time employees are those that that work a minimum amount
of time in hours as specified by their identified employer. They
usually earn a fixed salary every month or hourly. Part time
types of employees are types of employees who work fewer
hours than full time associated employees. They possess a more
flexible type of schedule. They are not given any employee
benefit. Temporary employees are considered to be types of
employees who are usually employed only for a specific time.
They can be categorized as part time or as full-time types of
employees (Bobo & Casillas, 2016). They are generally are not
considered eligible to attain employees associated benefits.
Most of the temporary employees are usually hired via
temporary employment agencies and work on a probationary
associated period.

2. Independent types of contractors offer goods as well as
services to an organizing under various terms that are specified
in a certain contract or even verbal agreement like an
independent contractor associated agreement. They can be
identified as individual persons as well as companies or even
corporations (Fishman et al., 2017). They usually lack control
over their identified schedule and are usually expected to
perform tasks as along as when required. Interns are types of
employees who work under the keen guidance of higher-level
types of employees. Interns are usually trained for identified
white-collar as well as professional careers. They are usually
college students and can in some occasions they can be high
school students or even postgraduates. A volunteer is identified
as an individual who carries out tasks without expecting any
type of payment from such work. A partner is identified as a
type of employee that works in a limited or unlimited
partnership (Wilkinson & Deeg, 2014). This classification of
employees is essential in helping employers to adhere to the
employment associated laws. In the case that an employee has
been involved in misclassification of employees, a court offers
penalties and fines to such an employer for violations.
Include an analysis of the pros and cons of each type of worker,
from an employer's perspective.
There are a variety of pros as well as cons that are associated
with each category of employees. Independent contractors are
essential since the level or oversight regarding such employees
to employers is low (Fishman et al., 2017). Nonetheless, the
identified legal along with financial responsibility is considered
to be low. Therefore, there is no need to make payment of
payroll taxes. The cons entail the employer not having any kind
of control over the tasks and they work on a short-term basis
thus hard to attain brand loyalty. Temporary employees are
essential since with them it is easy to adapt to the fluctuating
workload as well as can lead to new talents for the company in
the future. Moreover, an employer access specialized skill and it
saves the employer money. A disadvantage regarding temporary

3. employees is that there is loss of longevity as well as cost
cutting usually leads to low morale (Wilkinson & Deeg, 2014).
Full time employees enhance higher flexibility in an
organization as well as offer cost-effective solution. A
disadvantage is that they may cause inconsistencies in work and
differences in an organization may lead to resentment. Part time
employees lead to expansion in the pool of candidates and on
the other hand can lead to inconveniences as they offer seasonal
support. On the interns’ side, they may possess current as well
as fresh perspective in an organization that is vital for
enhancing growth and development in the business; however,
they may not possess the necessary tact that is needed in
handling a business situation. This is the same for volunteers.
Partners are essential in diversification of risks however there
may be conflict of ideas among the partners leading to business
losses (Delpo & Guerin, 2015). Employers need to understand
these pros as well as cons so as to identify the most suitable
employee for their business cases. It also helps an employee to
come up with ways of mitigating the cons associated with a
certain employee.
Select and describe a type of business. Describe the ideal
proportion of workers and include a supporting rationale.
Independent contractors are types of employees that work for
themselves and are usually hired out by businesses for specific
tasks. Independent types of contractors offer goods as well as
services to an organizing under various terms that are specified
in a certain contract or even verbal agreement like an
independent contractor associated agreement (Fishman et al.,
2017). An example of business type that utilizes independent
contractors is a hotel business that lies under the white-collar
jobs. Hotel businesses can use independent contractors for
various tasks that are considered to be short term. Hotel
business uses independent contractors on aspects such as
maintenance tasks in an attempt to fill the needs of the
workforce. Hotel businesses need to carry out regular
maintenance associated tasks in order to operate effectively,

4. however it would be a waste of money to use full time
employees under the maintenance sector since maintenance does
not occur on a daily basis but periodically. Independent
contractors are utilized in such a business in undertaking
functions that is not directly associated to the production
regarding the core products as well as services regarding a
company.
Independent contractors are also useful in these cases in a hotel
business since they help the business in attaining a specific skill
or even technical associated knowledge for a particular project
which is expected to be for a short time. Nonetheless, they are
suitable in such a case as they fill the gap in the business with
the necessary experience as well as they are well trained on a
given task thus reducing inefficiencies and expenses to the
business such as hiring unnecessary full time associated
employees (Fishman et al., 2017). Another type of employee
that a hotel can have is full time employees who can be the
chefs and waiters. Full time employees are those who work on
longer hours in an organization. The hotel can also have interns
as its employees. Interns are students and are usually in an
organization as part of their learning. Another type of employee
that the hotel can have is volunteers who work without
expecting any pay and do it for charity and not money making
(Delpo & Guerin, 2015).
References
Top of Form
Top of Form
Top of Form
Top of Form
Bobo, K., & Casillas, P. M. (2016). The Worker Center
Handbook: A Practical Guide for Starting and Building the New
Labor Movement.
Delpo, A., & Guerin, L. (2015). Dealing with problem
employees: How to manage performance & personal issues in
the workplace. Berkeley: Nolo.

5. Fishman, S. (2017). Consultant & Independent Contractor
Agreements. Ingram Pub Services.
Wilkinson, A., Wood, G. E., & Deeg, R. (2014). The Oxford
handbook of employment relations: Comparative employment
systems. Oxford: Oxford University Press.
Bottom of Form
Bottom of Form
Bottom of Form
Bottom of Form
Hi Khanh,
Overall you made a nice start with this version of your U02a1
assignment. Please review my comments below, and be sure to
contact me if you have any questions about my feedback.
Sincerely,
Dr. Marni Swain
COMPETENCY: Examine the effect of the employment process
on current work environments.
CRITERION: Discuss the ideal allocation of each employment
category.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Basic
Discusses the ideal allocation of one employment category.
Faculty Comments:“
you made a nice start with this objective, but i still would like
to see your content developed further to clearly analyze the
ideal allocation of each employment category. your analysis
should be supported by information from outside resources to
substantiate the points you make, and this information should be

6. cited in apa format both in the body of your assignment and on
your references page as well.
”
COMPETENCY: Analyze trends and changes in the laws on
diversity, gender, and harassment.
CRITERION: Describe each category of worker.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Proficient
Describes each category of worker.
Faculty Comments:“
you made a nice start with this objective, but i still would like
to see your content developed further to move beyond
describing each category of worker, to evaluate each category.
your evaluations should be supported by information from
outside resources to support the points you make
”
CRITERION: Analyze the pros and cons of each type of worker.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Proficient
Analyzes the pros and cons of each type of worker.
Faculty Comments:“
please note that to earn full points for this objective you are
required to develop your content further to analyze the pros and
cons of each type of worker (full- and part-time employees,
independent contractors, temporary employees, interns,
students, volunteers, and partners). your analysis should be
supported by information from outside resources that is cited in
apa format both in the body of your assignment and on your
references page as well.
”

7. CRITERION: Describe the ideal proportion of workers based on
employment category.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Basic
Describes the ideal proportion of workers, but does not base
opinion on employment category.
Faculty Comments:“
to earn full points for this objective, the directions for this
assignment indicate you are required to: select and describe a
type of business. evaluate the ideal proportion of workers (full-
and part-time employees, independent contractors, temporary
employees, interns, students, volunteers, and partners) and
include a supporting rationale. i would like to see you develop
your content to fully describe your specific business, evaluate
the ideal proportion of workers, and include your rationale. you
can use your example of a hotel, but it is important to develop
your content further because your descriptions are very brief,
and it is not clear why each employment category is ideal in a
hotel setting based on the information provided. your evaluation
should be supported by information from outside resources that
is cited in apa format both in the body of your assignment and
on your references page as well.
”
COMPETENCY: Communicate in a manner that is scholarly,
professional, and consistent with expectations for members of
the human resource profession.
CRITERION: Communicate in a manner that is scholarly,
professional, and consistent with expectations for members of
the human resource profession.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE

8. Distinguished
Communicates in a manner that is scholarly and professional
that addresses the intended audience and is free of grammatical
and mechanical errors.
Faculty Comments:“
You successfully met the requirements for this objective.
”
Employment Category Analysis Scoring Guide
CRITERIA
NON-PERFORMANCE
BASIC
PROFICIENT
DISTINGUISHED
Discuss the ideal allocation of each employment category.
Does not discuss the ideal allocation of any employment
category.
Discusses the ideal allocation of one employment category.
Discusses the ideal allocation of each employment category.
Analyzes the ideal allocation of each employment category.
Describe each category of worker.
Does not include each category of worker.
Lists worker categories but does not provide a description.
Describes each category of worker.
Evaluates each category of worker.
Analyze the pros and cons of each type of worker.
Does not list the pros and cons of each type of worker.
Lists pros and cons of each type of worker.
Analyzes the pros and cons of each type of worker.
Analyzes the pros and cons of each type of worker; analysis
includes examples and support.
Describe the ideal proportion of workers based on employment
category.
Does not describe the ideal proportion of workers based on

9. employment category.
Describes the ideal proportion of workers, but does not base
opinion on employment category.
Describes the ideal proportion of workers based on employment
category.
Evaluates the ideal proportion of workers based on employment
category.
Communicate in a manner that is scholarly, professional, and
consistent with expectations for members of the human resource
profession.
Does not communicate in a manner that is scholarly,
professional, and consistent with expectations for members of
the human resource profession.
Communicates in a manner that is professional for members of
the human resource profession, but manner is not scholarly as
there is inconsistency with grammar and mechanics.
Communicates in a manner that is scholarly, professional, and
consistent with expectations for members of the human resource
profession.
Communicates in a manner that is scholarly and professional
that addresses the intended audience and is free of grammatical
and mechanical errors.
Overview
Write a 3–4-page analysis in which you examine the different
categories of employment. Analyze the pros and cons of each
type of worker from an employer's perspective and then
describe the ideal proportion of workers for a business type of
your choosing. Provide a supporting rationale for your
description.
Employment laws are based on the premise of the existence of
an employment relationship. Defining whether an employment
relationship exists between an employee and employer can be
challenging in today's workplace, because there are so many
different forms of employment. Regular, full-time employment

10. used to be the norm. Today, companies hire part-time,
temporary, or contract employees; this has impacted the legal
rights of the employees performing the work. These alternative
work arrangements are often referred to as contingent, or non-
standard, work.
It is important for HR practitioners and members of
management to understand employment relationships and the
classification of employees, because this can have a significant
impact on the way an employee is paid. This also affects the
application of employment laws.
By successfully completing this assessment, you will
demonstrate your proficiency in the following course
competencies and assessment criteria:
· Competency 1: Examine the effect of the employment process
on current work environments.
. Discuss the ideal allocation of each employment category.
· Competency 2: Analyze trends and changes in the laws on
diversity, gender, and harassment.
. Describe each category of worker.
. Analyze the pros and cons of each type of worker.
. Describe the ideal proportion of workers based on employment
category.
· Competency 6: Communicate in a manner that is scholarly,
professional, and consistent with expectations for members of
the human resource profession.
. Communicate in a manner that is scholarly, professional, and
consistent with expectations for members of the human resource
profession.
Context
This assessment delves into the different types of employment
relationships that exist today. Classifying an employee's status
can be almost as important as defining the tasks of the job,
especially when courts must interpret the law. In this
assessment, you will examine the primary types of work
agreements—from handshake and contract, to employment-at-
will, and temporary employment.

11. When work needs to be done, hiring the right person is usually
foremost on the mind of the employer. How that person is
classified once hired, typically, is the responsibility of the HR
department. Often that classification may become the single
most important factor in resolving workplace disputes. In this
assessment, you will explore options for engaging the right
people with the best agreement.
The most prevalent understanding between an employer and an
employee is set at the point of hire, by an agreement to pay a
certain wage for a given piece of work under certain terms and
conditions. The earliest agreements were based on a symbolic
handshake and the bond between the two parties. That symbolic
handshake is the basis of employment contracts today, but the
symbols and terms have changed considerably.
Questions to consider
To deepen your understanding, you are encouraged to consider
the questions below and discuss them with a fellow learner, a
work associate, an interested friend, or a member of the
business community.
· What are the primary benefits and negative aspects of
arbitration from the perspective of either an employer or an
employee?
· There is much debate today about the contingency workforce
and the former implied permanent relationship in the workforce.
Given our global economy and the use of technology, do you
think it is time to encourage a return to more long-term
employment relationship thinking?
Suggested Resources
The following optional resources are provided to support you in
completing the assessment or to provide a helpful context. For
additional resources, refer to the Research Resources and
Supplemental Resources in the left navigation menu of your
courseroom.
Library Resources
The following e-books or articles from the Capella University

12. Library are linked directly in this course:
· Pre-employment screening: Special report.
(2009). HRMagazine, 54(2), 41–44, 46, 48, 50.
· Roberts, B. (2011). Close-up on screening. HRMagazine,
56(2), 22–29.
· Tyler, K. (2012). Undeserved promotions. HRMagazine, 57(6),
79.
· Weinstein, M. (2014). Paths to success: Responsibility vs.
promotion. Training, 51(4), 26–29.
· Witham, T. (2010). Pre-employment screening. Credit Union
Management, 33(5), 38, 40.
· Bednar, J. (2014). Tackling the gender wage
gap. BusinessWest, 30(23), 53, 63.
· Equal pay timeline. (2014). Congressional Digest, 93(5), 2,
32.
· Pay equity overview. (2014). Congressional Digest, 93(5), 3–
7, 32.
· Subminimum wage for persons with disabilities under fire.
(2012). Payroll Manager's Report, 16(10), 11–12.
SHOW LESS
Course Library Guide
A Capella University library guide has been created specifically
for your use in this course. You are encouraged to refer to the
resources in the BUS-FP4044 – Legal Issues in Human Resource
Management Library Guide to help direct your research.
Bookstore Resources
The resources listed below are relevant to the topics and
assessments in this course and are not required. Unless noted
otherwise, these materials are available for purchase from
the Capella University Bookstore. When searching the
bookstore, be sure to look for the Course ID with the specific –
FP (FlexPath) course designation.
· Walsh, D. J. (2016). Employment law for human resource
practice (5th ed.). Boston, MA: Cengage.
. Chapter 2, "The Employment Relationship."
Instructions

13. For this assessment, write a 3–4-page analysis in which you
complete the following:
· Describe each category of worker (full- and part-time
employees, independent contractors, temporary employees,
interns, students, volunteers, and partners).
· Include an analysis of the pros and cons of each type of
worker, from an employer's perspective.
· Select and describe a type of business. Describe the ideal
proportion of workers (full- and part-time employees,
independent contractors, temporary employees, interns,
students, volunteers, and partners) and include a supporting
rationale.
Additional Requirements
· Written Communication: Written communication should be
free of errors that detract from the overall message.
· APA Formatting: Resources and citations should be formatted
according to current APA style and formatting guidelines.
· Font and Font Size: Times New Roman, 12 point, double-
spaced. Use Microsoft Word to complete the assessment.
· Length: A minimum of three pages, excluding title page and
reference page (150–300 words per question).