Final answer:
It is true that employers can face legal trouble for misclassifying workers as independent contractors when they are not. Proprietors of proprietary colonies had responsibilities beyond just collecting profits, making that statement false. Dillon's Rule limits local government powers, and the necessary and proper clause has expanded national government powers.
Step-by-step explanation:
Legal trouble may result when an employer treats its workers as independent contractors when they are not. This is true. Misclassifying employees as independent contractors can lead to various legal consequences for employers, including liability for employment taxes, penalties, back pay, and benefits.
Additionally, workers might miss out on benefits and protections such as minimum wage, overtime compensation, family and medical leave, unemployment insurance, and workers' compensation.
In relation to proprietary colonies, the statement that Proprietors have no responsibilities except to collect the profits is false. Proprietors in such colonies historically had numerous responsibilities, including governing the colony and managing relations with the indigenous populations, among others.
Regarding Dillon's Rule, it actually limits the powers of local governments by stating that they only have powers expressly granted to them or those necessary and strictly incidental to the powers granted. Hence, the statement that Dillon's Rule provides local governments with freedom and flexibility is false.
The necessary and proper clause, also known as the elastic clause, allows Congress to make all laws which shall be necessary and proper for carrying into execution the enumerated powers and all other powers vested by the Constitution. It has greatly expanded rather than limited the power of the national government, making the statement false.
About temporary workers, it's essential to note that staffing agencies and host employers share joint accountability for ensuring workplace safety. Both must comply with health and safety regulations and can be held responsible by organizations such as OSHA for any violations.
When businesses engage in discriminatory practices such as underpaying workers, market pressure could indeed lead to worker attrition to better-paying competitors, potentially incentivizing fairer business practices.
In discussions about hiring illegal workers, the legal and ethical considerations suggest that exploiting workers by stealing wages or paying less than minimum wage is both illegal and unfair. Fair labor practices should be upheld to ensure that all workers are treated with dignity and fairness.