🔺 Contractor Onboarding: The Ultimate 9 Step Checklist
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🔹 Part one: 5-step internal checklist for seamless contractor onboarding 

Ensuring your team, as well as IT, finance, and legal are prepared to sign on a new freelancer or contractor requires several key internal steps. Here’s what should be on your to-do list before you dive into work.

1️⃣Collect their contact details
🔴Full name
🔴Phone number
🔴Email address
🔴ID or EIN number
🔴CV and/or references to past work

2️⃣Sign and save all of your required legal documents

3️⃣Collect and share your contractor’s payment information with your finance team

3️⃣Request systems access and/or equipment from your IT team

4️⃣Document your contractor onboarding checklist

🔹Part two: 5 points to cover with your contractors

The second section of our contractor onboarding checklist is aligning on expectations, explaining the work, and answering any questions they may have. Here are five points to discuss before the work begins.

1️⃣Provide background information on your company and its business objectives

2️⃣Define key milestones, deliverables, and deadlines

3️⃣Align expectations regarding payment terms

4️⃣Establish communication rules

5️⃣Provide detailed feedback after the first milestone

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🔺 Best Practices for Transitioning to DevOps Culture with On-Demand Tech Talent
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🔹 One smart approach to meeting the skills gap head-on is to leverage on-demand talent and freelance workers. This can be a great alternative to hiring in-house employees who you may not need for every project, and spending weeks or months onboarding new hires when an emergent need is around the corner. 

🔹 Utilizing on-demand talent is a great way to get into the mindset of having a DevOps culture in the first place. It’s an innovative solution that thinks outside of the box, it leans on collaboration, embracing the right skills and talent to increase speed and value, and each freelancer can take accountability and control over their part of the project, while working alongside your in-house team. 

🔹 If you’re wondering where to find on-demand tech talent for a DevOps team, here’s where picking the right tools comes into play. Fiverr Enterprise provides an IT talent pool, curated especially for you – one place where you can gain instant access to your own carefully vetted Dev & IT talent, that’s ready-to-hire and able to meet your business requirements.

🔹 Hire any tech expertise, eliminate resource uncertainty, reduce hiring costs and maintain a consistent and quality workforce. The SaaS solution enables you to confidently take on more projects, knowing you have a dedicated talent pool that’s always available. 

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✅ 5 Employee Misclassification Myths Debunked
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🔹 Myth 1: The Contract Determines Worker’s Status: “If I make it clear that this worker is a freelancer in the initial contract, I’m covered.” Many enterprises hire a new worker, and engage in a freelancer agreement or contract, assuming this has them covered.

Reality: Legal Standards Over Contractual Agreement

🔹 Myth 2: Part-time Workers are Always Contractors: “This worker only provides services a couple of days a week, so they are a contractor, not an employee.” It’s common to hear part-time workers called contractors, especially if they only work a very limited number of hours for your enterprise.

Reality: Part-time Status Doesn’t Determine Classification

🔹 Myth 3: If the Worker Agrees, Employee Misclassification Isn’t an Issue: “My worker is fine with being a freelancer, in fact they prefer it that way.” Freelancer misclassification rules were set up to protect independent contractors from enterprises that unlawfully hire them as contractors in order to avoid paying benefits such as sick leave, vacation pay, parental leave, and more.

Reality: Legal Consequences Regardless of Worker’s Agreement

🔹 Myth 4: Small Businesses are Exempt from Classification Rules: “I only hire a handful of workers. Classification rules don’t apply to me.” This myth probably stems from rules around providing health insurance and other benefits.

Reality: Classification Rules Apply to All Businesses

🔹 Myth 5: Remote Workers are Automatically Independent Contractors: “My workers live in another country! I never even see them. How can they be employees if they aren’t in the office?” The more control an enterprise has over the way an individual works, the more likely they are to be an employee rather than a freelancer.

Reality: Worker’s Location Doesn’t Determine Classification

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🔺 Using FTE Salary to Streamline Workforce Management
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🔹FTE salary is a method that some companies use to work out how much to pay employees and contractors who do not work full time for their businesses.

How to calculate FTE Salaries:

🔹 The first step when using FTE to calculate salaries is to define what you mean by full time. How many hours is a full-time worker employed by your company? This is usually between 37-40 hours. 

🔹 Once you’ve decided what full time is, you can then classify employees as full time, part time, or something else entirely, like a consultant or a contractor. 

🔹 By calculating the annual hours of a full-time worker, you can then work out how much they make per hour, and multiply it by the number of hours part-time employees work to adjust for their accurate compensation. If a full-time developer is making $80,000 a year working 40 hours a week, then it makes sense that a developer working 30 hours a week should make $60,000 a year, for example, as they work three-quarters of the amount of time. 

🔹 For independent contractors, this approach will be different. A freelancer usually sets their own rates, and these can be higher than in-house staff, as they need to consider their own taxes and benefits. As a result, even with the higher initial or per-hour price tag, hiring a freelancer can often save money, at the same time as offering niche skills and expertise. 

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