Reference no: EM133576976

Question: A company has, within its HR team, a relationship with a temp agency. The company advertises the it needs 'contract workers for 9 months with the possibility of renew'. The temps work at home (remote), as do other employees and do the same jobs as 'regular' salaried employees. They work (only) on company provided laptops and networks are told they are paid for 40 hours - hourly, with no pay allowed after 40 hours each week. The temps are expected, however, to get the work done, receive direction from a boss at the company, sometimes even micro managed, attending many virtual meetings with others, and are even rolled over/renewed from time to time. Their pay, however, is sticky from the agency and there are no benefits. They are on and only use the company email system and are required to take and pass various company 'compliance' training such as data security and anti-bullying. The typical work-week was really about 50 hours, just like the regular employees. In the above case, what kind of classification test could have been used and why? What would be the results if using this classification test?