Final answer:
Under the law, employers are generally held to the same discrimination laws for independent contractors as they are for employees, but there may be differences in how these laws are applied. Independent contractors are not entitled to the same benefits and protections as employees. It is advisable for employers to consult legal professionals to ensure compliance with discrimination laws for independent contractors.
Step-by-step explanation:
Under the law, employers are generally held to the same discrimination laws for independent contractors as they are for employees. The law forbids discrimination in any aspect of employment, including hiring, firing, pay, job assignments, promotions, and fringe benefits, among others. This means that employers cannot discriminate against independent contractors based on protected characteristics such as race, gender, age, disability, or sexual orientation.
However, it is important to note that there may be some differences in how these laws are applied to independent contractors compared to employees. Independent contractors are not entitled to the same benefits and protections as employees, such as minimum wage, overtime pay, and certain employment benefits. Additionally, the determination of whether someone is an independent contractor or an employee can vary based on factors such as the degree of control exercised by the employer over the worker.
It is advisable for employers to consult legal professionals to ensure they are in compliance with applicable discrimination laws and to understand the specific requirements and nuances related to independent contractors in their jurisdiction.