Tip: If the contractor receives business registrations, follow the logins you give. In the event of termination, make sure that passwords are easily accessible and can be changed. Many companies designate independent contractors, sometimes referred to as “freelancers” or “1099 workers,” to carry out work or carry out projects for the company. These workers are not employees and their seniority, duties and performance standards are defined by their contract. If the termination of a contract with a contractor is not unusual, the process differs from the dismissal or dismissal of an employee. Before informing the contractor of your decision to terminate your relationship with your business, check your contract carefully, preferably with the help of your lawyer. Particular attention is paid to the termination clause in the independent contract, which should provide that their relationship with an independent professional is entirely contractual. If the contract signed by both parties does not contain contractual terms contrary to the law, you and the freelancer are bound by its terms and conditions. Launching an independent contract termination for no reason is usually a simple process, although there may be challenges. This includes: To stay to the right of the law, just follow your contract carefully. If the independent contractor does nothing to justify a layoff, you must do what you need to do if you manage a relationship between two professionals: a conversation from one business person to another. Gather clear and irrefutable evidence that the contractor has not complied with one or more specific provisions of the labour agreement.
The objective is to establish objective evidence; Saying “I didn`t like the color” doesn`t necessarily rise to the level of a breach of contract. Instead, mark missed deadlines or work products that have been deemed missing independently of each other. According to the contractor, you cannot simply lay off someone under contract if they meet all the terms of the contract. The first thing to do is to look into their contract. A good contract has termination clauses. These are the situations in which either the recruitment activity or the independent contractor can end the relationship. There may also be a termination provision or other guidance on how to end the relationship. Your agreement should explicitly state how and when the independent contractor is paid.
Make sure all work products are properly paid if you terminate an independent contract. Never refuse payment of the product provided to express your dissatisfaction with the contractor. Even if you think the work was not worth it, if the services were provided or if the product was delivered, then you have to pay for it. WHEN IS NOT A ÉCRIT ACCORD: If there is no written agreement between the parties, the question must be asked: what are the terms of the oral contract between the parties? Have the parties ever discussed how the relationship could or should be broken if necessary? Never involve a contractor without a clearly defined written agreement that determines the performance of both parties. Include a language that streamlines the service termination process, including the definition of conditions that one of the parties may invoke for unilateral termination “to the unwavering.” As a general rule, we see these rules in the online business world when a company works with subcontractors working in a similar field.