Sponsored by WORKFORCE DEVELOPMENT
What You Think You Know About 1099 Workers Is Wrong
Brandon Tappan, CRO, ShiftKey R
ecently, several misinformed news stories have attacked companies that provide access to independent
workers – often referred to as “1099”. I’ve also seen scare tactics being leveraged by companies who use a W2 model to preserve their business strategies – worried what will happen if a different model is embraced. As an industry veteran and former oper-
ator of nearly 200 long-term care facilities, I understand the concerns of my colleagues with so much misinformation swirling. That’s why I’ve talked at length with the most seasoned experts in both senior living and worker classification law to shed light on what’s really true, so we can move for- ward and build a more expansive, inclusive and sustainable healthcare workforce.
1. Independent Workers Add to the Workforce – They Don’t Cannibalize It By giving independent healthcare pro- fessionals the opportunity to choose how, when, and where to work, we’ve seen more people returning to the workforce – in an industry that desperately needs workers. For many, this is because they are passionate about resident care, but need flexibility and autonomy to continue to serve the industry. Traditional staffing agencies or similar
W2 technology platforms who employ their healthcare workers are, in fact, cannibaliz- ing the workforce by making their workers choose to be employed by either a facility or an agency. This is forcing an either-or option with full-time employment and ultimately taking people away from facility employ- ment. Many senior living leaders continue to have major concerns about their employ- ees leaving their communities to work for a traditional agency or W2 platform.
With the 1099 model, workers who may
have left positions because of burnout and life dynamics are now returning because of the opportunity to work on their own terms. If those workers decide they want to be employed by a facility, nothing restricts them from doing so.
2. Independent Workers are Committed to Your Community There are misconceptions that independent contractors are less committed to their work and residents because they aren’t full time employees and that’s just not true. These are professionals who have chosen nursing as a profession because of a passion for caring for people. They are choosing to come into your facility. They arrive engaged and ready to care for residents. They aren’t dealing with the stress of juggling a schedule. Don’t discount how impactful a fresh perspective can be for your community. Independent contractors want to make
work fit their life, not the other way around. They want the freedom and flexibility to work on their own terms, wherever and whenever they want, and for the pay they believe they deserve. The goal is quality of life – for you, for the workforce and residents.
3. There Is No Difference in Quality and Skill Between W2 and 1099 Workers Independent healthcare professionals pro- vide excellent services to residents, but the way they work is different. There are no dif- ferences in their credentials, skills, training, or passion for their work. They are required to meet the same requirements as full-time workers to be able to come into your facility.
Also, consider that most physicians in
the United States have worked for decades as independent professionals, without the same presumptions or judgments being made about their skills. The reality is that the traditional staffing
industry is changing. Instead of adapting in a changing market, those who run business- es using the W2 temporary worker model have resorted to scare tactics to keep their hold. That’s not in the interest of the worker or healthcare community. New, collaborative solutions are needed
for better outcomes and to meet the chal- lenges our healthcare system faces with an aging population. The 1099 model – and the workers embracing it – is one of those solutions. With ShiftKey, we’ve created the industry’s largest and most powerful marketplace that offers choice, visibility, and flexibility to both workers and care communities.
JULY/AUGUST 2023
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