Revised April 29, 2014
Intern vs. Temporary Employee vs. Contractor/Consultant
Contractor/Consultant – Independent contractors are self-employed individuals hired by an organization to complete an assignment or project, and may have expertise related to the subject matter.
An independent contractor is someone who engages to perform a task according to their own methods and who is subject to control and direction only as to the results to be accomplished. The IRS considers three (3) types of factors to determine if a worker is an employee or independent contractor:
- Behavioral: Does the employer dictate how the work is done?
- Financial: Does the employer provide tools, and does it pay by the job or the hour?
- Relationship: Is the work “key” to the employer’s business?
A contractor may refuse work as long as they are not contractually obligated to complete it. A contractor can typically choose their hours and can be paid hourly or per assignment. A contractor does not have taxes deducted from their pay but is responsible for paying taxes on their own, either quarterly or at the end of the year. A contractor can work for several employers at one time.
Temporary Employee/In-House Temp – Paid; typically fills in for a particular business need
A temporary employee is paid either through a staffing agency or through the Autism Speaks’ payroll (in-house temp); they are assigned to a department that may require back-up for staff during a summer vacation or to fulfill a specific need within the department that may require certain skills. For example, the Finance department may use a temporary employee to assist with filing accounts payable information; Grants Administration may utilize the same temp by organizing and reviewing old files, ensuring that important documents are uploaded to the grant system, and tracks grant compliance information on current grant submissions.
Intern – Unpaid; typically acquires relevant experience
An intern is not paid by AS; they are assigned to a particular department (business area) to get “hands-on” experience that is relevant, meaningful, and project-related. For example, Communications & Awareness may use an intern to assist with the American Express members project and several video projects at Broadway Video; in addition, the intern participated in department meetings where he was able to speak his views on what it is like to have an older brother on the spectrum, conducted research for Family Services about employment supports in each state for the Employees with Autism project, as well as research for the Special Needs Trust section of the Adult Sibling Survival Kit.
Action Required by You
Contractor/Consultant
If your department has a need for acontractor or consultant,a Consulting Services Agreement must be completed by the hiring manager, and a copy of the contractor’s resume is also required. In addition, the contractor must complete a Form W-9.
Temporary Employee/Volunteer Intern
If your department has a need for atemporary employeeorvolunteer intern, a Temporary Employee-Intern Request Form must be completed by the hiring manager, and a copy of the temporary employee/volunteer intern’s resume is required.
All forms can be found on AS Central > Resources > Forms, under the HR section. Completed forms should be sent to Jacqlyn Brancati or Amy Schoemanvia email ( or ) or fax to 609-228-7304.
Please note that all requests for contract and/or temporary employees must be approved by your manager and Senior Leadership, in accordance with budget guidelines.
Questions?
If you have any questions, please contact Jacqlyn Brancati, at 646-385-8529 or .