Recently, a frazzled freelancer approached me at an event and asked my advice. An agency still owed him $15,000 for work he’d completed, and he wasn’t sure how to proceed. The problem, unfortunately, was that the agency had been acquired by an entity that didn’t accept liability for outstanding vendor invoices. Without mincing words, I told him to forget about the money — he would never see a dime.
This example is a microcosm of an enormous problem that all freelancers face: They lack the same protections that full-timers enjoy. Even remote full-time employees and part-time gig workers are higher on the pecking order than traditional freelancers.
Typically, the food chain has executives at the top, managers in the middle, and interns below them. Contractors have the penultimate spot, and freelancers — even the experienced, high-performing ones — rest at the bottom. If that sounds like a classist structure that values title over output, that’s because it is.
A freelancer’s contributions can have a significant impact on a company’s bottom line. Consequently, it’s time to rethink how businesses manage and treat their freelancers.
Continue reading the rest of the article at CEOWORLD Magazine to discover the 3 questions you should consider to ensure you are properly distinguishing between gig workers and freelancers.