Your company likely accepts services from a variety of sources to accomplish necessary work including full-time or part-time salaried employees, full-time or part-time hourly employees, consultants, contractors, contingent and temporary workers, and independent contractors, including offshore or remote workers. 

The Bureau of Labor Statistics defines Contingent and alternative employment arrangements as follows:

Contingent workers are people who do not expect their jobs to last or who reported that their jobs are temporary. They do not have an implicit or explicit contract for continuing employment. Alternative employment arrangements include people employed as independent contractors, on-call workers, temporary help agency workers, and workers provided by contract firms.

Most of these types of workers can be bucketed simply as either employees or non-employees. Distinctive Workforce Solutions (DWS) is an industry leader in providing management services and software to manage all categories of non-employee engagements. With the rise in alternative employment arrangements (such as gig jobs through companies like Uber), there is a critical need for expertise, along with clear processes and policies for engaging a flexible workforce.

Your company may have a specific policy about when and how you may request and accept services from non-employee workers. It is critical that you follow your company's process and use the approved systems for engaging outside workers to ensure you are minimizing risk, and controlling cost. DWS has developed uniform processes and best practices, and incorporated your company's specific requirements, strategy, and priorities into a custom temporary labor management program designed to meet your resource needs, while not compromising overall enterprise goals. 

If you are engaging an outside worker or group of workers, and you are not sure whether they should be included in your company's program for temporary workers, please contact your HR department or you can email for guidance.