Employment practices and employment law Assignment

Employment practices and employment law - Assignment Example Similar to the court’s position, the name that workers use does not necessarily identify them as employees. Workers, therefore, are not necessarily employees to any company. This implies that by referring to themselves as employees is invalid. However, they still enjoy the protection of the law as workers assigned specific roles to conduct during certain period of their involvement with Friendly. This mean that employment laws are not biased on certain groups of workers and or employees regardless of where they work (Bennett-Alexander & Hartman, 2012). An employer refereeing to workers as independents contractors or employees does not affect or influence the law. This is because; the responsiveness of the employment law does not discriminate between naming system, rules, laws and policies of the company relating to its workers. On the other hand, it somewhat matters how the employer calls his/her employees. If the laws were very strict, referring to the employees would be by relevant designations to easen compliance monitoring (Walsh, 2013). According to Bennett-Alexander and Hartman (2012), one factor that is critical in the determination of the employment status within Friendly is the company’s prohibition of the drivers from operating the business autonomously and developing or creating entrepreneurial opportunities with the prospective and existing customers. It pre-empts a form of molestation in which the drivers (employees) lacked freedom to make free decision and socially interact with prospective customers. The drivers were to follow strict orders from above and probably follow the same without questioning. The best advice that that a person can offer to the Friendly Cab include changing the existing employee operational means that encompass a complete lack of autonomy in going about the daily works. It should also undertake to control the rate of regulation of how the drivers should operate