With exception of workers comp, the FMLA and SDI are negligible, as in they shouldn't exceed single percentages off a paycheck. In reality with W-2 such great charitable benevolent behavior on the employer's part is due to lower rate they typically pay an employee (vs a higher rate organizations would pay a contractor with a similar role) - it's understood that employee is trading off per-hour take-home pay and time flexibility in favor of paycheck stability.
We also have a precedent of wage negotiation for a part-time job in a service industry - an employer advertises a job opening at a given rate, interested parties are welcome to apply, disinterested parties are welcome to move along. (It would have to be a part-time 30-hour-a-week-max job to avoid the ACA penalty).
It has worked for retail, restaurant, manufacturing, logistics and some other industries, why would it be a show-stopper and game-changer for home cleaning industry?
It's not even a drastic change, where 100% of the workforce has to be entirely 1099 contractors or W-2 employees. As long as both options are provided and conversion at later stage is a possibility, it keeps everybody placated.
We also have a precedent of wage negotiation for a part-time job in a service industry - an employer advertises a job opening at a given rate, interested parties are welcome to apply, disinterested parties are welcome to move along. (It would have to be a part-time 30-hour-a-week-max job to avoid the ACA penalty).
It has worked for retail, restaurant, manufacturing, logistics and some other industries, why would it be a show-stopper and game-changer for home cleaning industry?
It's not even a drastic change, where 100% of the workforce has to be entirely 1099 contractors or W-2 employees. As long as both options are provided and conversion at later stage is a possibility, it keeps everybody placated.