Reading 1: Employee vs Independent Contractor 阅读 1：雇员 vs 独立承包商
Why is it important to be classified as an employee or independent contractor? 为什么被归类为雇员或独立承包商很重要？
While both are independent contractors, and employees are agents of the principal. This distinction is important for determining a principal's liability for the agent's actions. Generally, absent specific instructions to do a task leading to liability, an employer is not liable for the actions of an independent contractor taken on behalf of the principal. 虽然两者都是独立承包商，雇员是委托人的代理人。这种区别对于确定委托人对代理人行为的责任非常重要。通常情况下，除非有明确的指示导致责任的任务，雇主对代表委托人采取的独立承包商的行为不承担责任。
Note: There are exceptions where an independent contractor may subject an employer to liability for her actions. This is the case when the work performed is inherently dangerous in nature; the tasks performed for the employer are illegal; the work is non-delegable; or the employer ratifies the contractor's actions. A separate cause of action may exist if the employer was negligent in selecting a contractor to perform the duties. That is, she failed to exercise reasonable care in selecting a particular contractor. This may be the case where past performance demonstrated the contractor was unsuitable for the task. 注意：有例外情况，独立承包商可能使雇主对其行为承担责任。当所执行的工作本质上危险；为雇主执行的任务是非法的；工作不可委托；或者雇主批准承包商的行为时，就会出现这种情况。如果雇主在选择承包商执行职责时疏忽，可能会存在另外的诉讼理由。也就是说，她在选择特定承包商时未能行使合理的注意。如果过去的表现表明承包商不适合这项任务，这种情况可能会发生。
What is an employee? 什么是员工？
An employer hires an employee to work on behalf of the employer as part of or in support of the business's core functions. The employee generally works exclusively for the business in the functions for which she is hired. The employer exercises extensive control over the nature, time, and manner of work carried out by the employee. As such, the employee is a general agent of the business to the extent of her authority in the position. 雇主雇佣雇员代表雇主从事或支持业务的核心职能。雇员通常专门为雇主从事她被雇佣的职能。雇主对雇员从事工作的性质、时间和方式行使广泛的控制。因此，雇员在职位上的权限范围内是业务的一般代理人。
Note: An individual working on behalf of an employer does not have to be paid to be considered an employee. An unpaid person may be a gratuitous employee. This may be the case when individuals are volunteering for non-profit ventures or working as part of an internship. 注意：代表雇主工作的个人不必被支付才被视为雇员。 未付款的人可能是一名无偿雇员。 当个人为非营利性企业志愿工作或作为实习的一部分工作时，可能会出现这种情况。
Example: ABC Corp hires me as an internal accountant. I report to ABC Corp from 8:00 - 6:00 on 5 days per week. I work on any and all accounting functions assigned to me by my supervisor. 示例：ABC 公司聘请我担任内部会计。我每周 5 天从 8:00 到 18:00 向 ABC 公司报告。我负责完成主管分配给我的所有会计职能。
What is an employee? 什么是员工？
An employer hires an employee to work on behalf of the employer as part of or in support of the business's core functions. The employee generally works exclusively for the business in the functions for which she is hired. The employer exercises extensive control over the nature, time, and manner of work carried out by the employee. As such, the employee is a general agent of the business to the extent of her authority in the position. 雇主雇佣雇员代表雇主从事或支持业务的核心职能。雇员通常专门为雇主从事她被雇佣的职能。雇主对雇员从事工作的性质、时间和方式行使广泛的控制。因此，雇员在职位上的权限范围内是业务的一般代理人。
Note: An individual working on behalf of an employer does not have to be paid to be considered an employee. An unpaid person may be a gratuitous employee. This may be the case when individuals are volunteering for non-profit ventures or working as part of an internship. 注意：代表雇主工作的个人不必被支付才被视为雇员。 未付款的人可能是一名无偿雇员。 当个人为非营利性企业志愿工作或作为实习的一部分工作时，可能会出现这种情况。
Example: ABC Corp hires me as an internal accountant. I report to ABC Corp from 8:00 - 6:00 on 5 days per week. I work on any and all accounting functions assigned to me by my supervisor. 示例：ABC 公司聘请我担任内部会计。我每周 5 天从 8:00 到 18:00 向 ABC 公司报告。我负责完成主管分配给我的所有会计职能。
Reading 2: Which should I hire - Employee or contract worker? 阅读 2：我应该雇佣员工还是合同工？
Which Should I Hire-Employee or Contract Worker? 我应该雇佣员工还是合同工？
When you start a new business, you will invariably decide that you need help. Most small business owners start out by hiring outside contractors to do work for them, but at some point, you may decide to hire an employee or two. This article discusses the advantages and disadvantages of hiring employees vs. independent contractors. 当您开始一家新业务时，您肯定会决定需要帮助。大多数小企业所有者开始时会聘请外部承包商为他们工作，但在某个时候，您可能会决定雇佣一名或两名员工。本文讨论了雇佣员工与独立承包商的优缺点。
Hiring Employees 雇佣员工
An employee is a person who works in the service of another person under an express or implied contract of hire, under which the employer has the right to control the details of work performance (Black's Law Dictionary). 雇员是指在明示或暗示的雇佣合同下为另一人提供服务的人，雇主有权控制工作细节的执行（《布莱克法律词典》）。
When you hire an employee, you get the advantage of being able to completely control and direct that person's work during work time, to train the person in the way you want the job done, and to require that person to work only for you. 当您雇佣一名员工时，您可以在工作时间完全控制和指导该员工的工作，按照您希望完成工作的方式对其进行培训，并要求该员工只为您工作。
You have few restrictions or limitations on what you can assign to the employee or about your ability to terminate the employee without paying out a contract. 您对于可以分配给员工的事项或终止员工而无需支付合同的能力几乎没有限制或限制。
On the other hand, employees come with a boat-load of laws and regulations attached to them. Both the federal government and your state regulate the payment of wages or salaries, overtime, and other work rules. 另一方面，雇员们伴随着一大堆与他们相关的法律法规。联邦政府和您所在州都规定了工资或薪水、加班以及其他工作规定的支付。
You must also comply with payroll tax requirements, including paying half of the FICA taxes (Social Security and Medicare) for each employee and collecting the other half from the employee. Other responsibilities include payment of unemployment insurance and worker's compensation insurance. 您还必须遵守工资税要求，包括为每名员工支付 FICA 税（社会保障和医疗保险）的一半，并从员工那里收取另一半。其他责任包括支付失业保险和工伤保险。
Hiring Independent Contractors 雇佣独立承包商
The advantages and disadvantages of independent contractors are the opposite of those for employees. 独立承包商的优缺点与雇员的相反。
You can assign duties to an independent contractor and impose a deadline and work product, but you cannot tell that person how to get the job done. An independent contractor can work for others, can often set his or her hours of work, and often provides his/her own tools. 您可以将任务分配给独立承包商，并设定截止日期和工作成果，但不能告诉这个人如何完成工作。独立承包商可以为其他人工作，通常可以自行安排工作时间，并通常提供自己的工具。
On the other hand, you have few reporting or tax responsibilities for independent contractors. You must report his/her the amount you have paid each year for that person on a Form 1099-MISC, but you don't have to withhold or pay FICA taxes on these payments. The payroll responsibilities for an independent worker are significantly less than for an employee. 另一方面，对于独立承包商，您几乎没有报告或税务责任。您必须在每年的 1099-MISC 表格上报告您为该人支付的金额，但您不必在这些付款上扣除或支付 FICA 税。独立工作者的工资单责任明显少于雇员。
When to Consider Hiring an Employee 何时考虑雇佣员工
In conclusion, you should consider hiring an employee if: 总之，如果：您应该考虑雇佣一名员工
The work needs to be done under your supervision 工作需要在您的监督下完成
You want to control the hours of work and the tools and equipment used by the worker 您想要控制工作时间以及工人使用的工具和设备
If this is a long-term need (such as preparing products for shipping), and 如果这是一个长期需求（比如为运输准备产品），并
If this work is essential to your business and not a peripheral job. For example, a marketing person is essential, while a cleaning crew may not be. 如果这项工作对您的业务至关重要，而不是一个辅助性工作。例如，市场营销人员是必不可少的，而清洁人员可能不是。
When to Consider Hiring an Independent Contractor 何时考虑雇佣独立承包商
The work is not central to your business; for example, cleaning the offices or running your computer system is outside the scope of your business mission. 工作不是您业务的核心；例如，清洁办公室或运行计算机系统都超出了您业务使命的范围。
The work can be done by a professional who doesn't need much supervision 工作可以由不需要太多监督的专业人士完成
The work is a short-term project that will be completed in a defined period of time 这项工作是一个短期项目，将在规定的时间内完成
The worker has professional expertise or is someone who needs little supervision. 工人具有专业知识或是需要很少监督的人。
The decision to hire a worker as an employee or independent contractor is done on a case-by-case basis, but you should be aware that the IRS considers a worker to be an employee unless you can prove otherwise. 雇佣工人作为雇员或独立承包商的决定是根据具体情况而定的，但您应该意识到，除非您能证明否则，IRS 认为工人是雇员。
An agency relationship is one in which a party acts on behalf of and with the authority of another party. The principal appoints or authorizes the agent to act on her behalf. 代理关系是指一方代表另一方并具有另一方的授权行事的关系。委托人任命或授权代理人代表其行事。
Responsibility in the Principal for Agent Actions? 代理人行为中的负责人责任？
The agent will interact with third parties on behalf of the principal. A principal is responsible for the actions of the agent taken in furtherance of her duties or per the instructions of the principal. The agency relationship requires an understanding of the relationship between principal and agent, agent and third parties, and the principal and third parties roles, responsibilities, and rights. 代理人将代表委托人与第三方进行互动。 委托人对代理人根据其职责或委托人的指示所采取的行动负责。 代理关系需要理解委托人和代理人之间、代理人和第三方之间，以及委托人和第三方之间的关系、责任和权利。
Example: I hire Betty to negotiate a business deal on my behalf. I am the principal and Betty is my agent for this purpose. Betty will act as my representative in dealing with the third parties to this business deal. 示例：我雇用贝蒂代表我谈判一项商业交易。我是委托人，贝蒂是我的代理人。贝蒂将作为我的代表与第三方进行这项商业交易的交涉。
Reading 4: Respondeat Superior (Vicarious Liability) 阅读 4：Respondeat Superior（代理责任）
When Is An Employee On The Job? 员工何时在工作岗位上？
[Latin, Let the master answer.] A common-law doctrine that makes an employer liable for the actions of an employee when the actions take place within the scope of employment. 拉丁语，让主人回答。一种普通法条款，使雇主对雇员的行为负责，当这些行为发生在雇佣范围内时。
The common-law doctrine of respondeat superior was established in seventeenth-century England to define the legal liability of an employer for the actions of an employee. The doctrine was adopted in the United States and has been a fixture of agency law. It provides a better chance for an injured party to actually recover damages, because under respondeat superior the employer is liable for the injuries caused by an employee who is working within the scope of his employment relationship. 普通法上级责任原则是在 17 世纪英格兰确立的，旨在界定雇主对雇员行为的法律责任。这一原则在美国得到采纳，并成为代理法的一个重要组成部分。它为受伤一方提供了更好的机会来实际获得赔偿，因为根据上级责任原则，雇主对雇员在其雇佣关系范围内工作造成的伤害负有责任。
The legal relationship between an employer and an employee is called agency. The employer is called the principal when engaging someone to act for him. The person who does the work for the employer is called the agent. The theory behind respondeat superior is that the principal controls the agent's behavior and must then assume some responsibility for the agent's actions. 雇主和雇员之间的法律关系被称为代理关系。当雇主雇佣某人代表自己行事时，雇主被称为委托人。为雇主工作的人被称为代理人。背后的理论是，委托人控制代理人的行为，因此必须对代理人的行为承担一定责任。
An employee is an agent for her employer to the extent that the employee is authorized to act for the employer and is partially entrusted with the employer's business. The employer controls, or has a right to control, the time, place, and method of doing work. When the facts show that an employer-employee (principal-agent) relationship exists, the employer can be held responsible for the injuries caused by the employee in the course of employment. 雇员是雇主的代理人，只要雇员被授权代表雇主行事，并且部分受委托处理雇主的业务。雇主控制或有权控制工作的时间、地点和方式。当事实表明雇主-雇员（委托人-代理人）关系存在时，雇主可以对雇员在工作过程中造成的伤害负责。
In general, employee conduct that bears some relationship to the work will usually be considered within the scope of employment. The question whether an employee was acting within the scope of employment at the time of the event depends on the particular facts of the case. A court may consider the employee's job description or assigned duties, the time, place, and purpose of the employee's act, the extent to which the employee's actions conformed to what she was hired to do, and whether such an occurrence could reasonably have been expected. 通常情况下，与工作有一定关系的员工行为通常会被视为属于雇佣范围。员工在事件发生时是否属于工作范围，取决于案件的具体事实。法院可能会考虑员工的工作描述或分配的职责，员工行为的时间、地点和目的，员工的行为是否符合她被聘用的要求，以及是否可以合理地预期发生这样的事件。
An employee is not necessarily acting outside the scope of employment merely because she does something that she should not do. An employer cannot disclaim liability simply by showing that the employee had been directed not to do what she did. A forbidden act is within the scope of employment for purposes of respondeat superior if it is necessary to accomplish an assigned task or if it might reasonably be expected that an employee would perform it. 雇员并不一定是在职责范围之外行事，仅仅因为她做了一些不应该做的事情。雇主不能仅仅通过展示员工被指示不要做某事来否认责任。如果一个被禁止的行为是为了完成分配的任务或者可以合理地预期员工会执行它，那么根据雇主责任原则，这个被禁止的行为就属于职责范围内。
Relatively minor deviations from the acts necessary to do assigned work usually will not be outside the scope of employment. Personal acts such as visiting the bathroom, smoking, or getting a cup of coffee are ordinarily within the scope of employment, even though they do not directly entail work. When an employee substantially departs from the work routine by engaging in a frolic-an activity solely for the employee's benefit-the employee is not acting within the scope of her employment. 相对较小的偏离所需进行的工作通常不会超出雇佣范围。个人行为，如上洗手间、吸烟或拿杯咖啡通常属于雇佣范围，即使它们并不直接涉及工作。当雇员大幅偏离工作常规，参与一项仅为雇员自身利益而进行的活动时，雇员并未在其雇佣范围内行事。
An employer is liable for harm done by the employee within the scope of employment, whether the act was accidental or reckless. The employer is even responsible for intentional wrongs if they are committed, at least in part, on the employer's behalf. For example, a bill collector who commits ASSAULT AND BATTERY to extract an overdue payment subjects the employer to legal liability. 雇主对雇员在工作范围内造成的伤害负有责任，无论行为是意外还是鲁莽。即使是故意的错误，如果至少部分是代表雇主进行的，雇主也要负责。例如，一个催款员为了追讨逾期款项而实施了“袭击和殴打”行为，将使雇主承担法律责任。
Where the employer is someone who legally owes a duty of special care and protection, such as a common carrier (airplane, bus, passenger train), motel owner, or a hospital, the employer is usually liable to the customer or patient even if the employee acts for purely personal reasons. 雇主是法律上有特殊关怀和保护责任的人，比如公共运输工具（飞机、公共汽车、客运火车）、汽车旅馆业主或医院，即使雇员出于纯粹个人原因行事，雇主通常也对顾客或患者承担责任。
The theory underlying such liability is that employers should not hire dangerous people and expose the public to a risk while the employee is under the employer's supervision. 这种责任的理论是雇主不应该雇佣危险的人，让公众在雇员受雇主监督期间面临风险。
The employer may also be liable for her own actions, such as in hiring a diagnosed psychopath to be an armed guard. An employer, therefore, can be liable for her own carelessness and as a principal whose employee is an agent. 雇主也可能对自己的行为负责，比如雇佣一个被诊断为精神病患者的人作为武装警卫。因此，雇主可能会对自己的疏忽负责，作为一个雇员是代理人的负责人。
These rules do not allow the employee to evade responsibility for harm she has caused. Injured parties generally sue both the employee and employer, but because the employee usually is unable to afford to pay the amount of damages awarded in a lawsuit, the employer is the party who is more likely to pay. 这些规则不允许雇员逃避她所造成的伤害的责任。受伤的一方通常会起诉雇员和雇主，但由于雇员通常无法负担诉讼中获得的赔偿金额，因此更有可能支付的是雇主。
What is a confidentiality agreement and why do employers use them? 保密协议是什么，雇主为什么要使用它们？
In the context of employment, a confidentiality agreement is a contract between an employee and an employer, in which the employee agrees not to disclose or profit from any proprietary information related to company operations. 在就业背景下，保密协议是雇员和雇主之间的合同，雇员同意不披露或从与公司运营相关的任何专有信息中获利。
What You Need to Know About Confidentiality Agreements 关于保密协议你需要知道的事项
Confidentiality agreements are legally binding contracts in which one party promises to keep trade secrets and not to disclose secrets without authorization from a superior. These agreements are usually binding until the private information is commonplace or the receiving party is released from the contract, whichever occurs first. 保密协议是法律约束力的合同，其中一方承诺保守商业秘密，并未经上级授权不披露秘密。这些协议通常具有约束力，直到私人信息变得普遍或接收方解除合同，以先发生者为准。
While these contracts were once more common among executives and celebrities, they've now trickled down to ordinary workers-the kinds without golden parachutes, fat bank accounts or massive stock options. If you're applying for a job in an industry where ideas are employers' bread and butter, you're likely to be asked to sign one. 尽管这些合同曾经在高管和名人中更为普遍，但现在已经渗透到普通员工中-那些没有金色降落伞、丰厚银行账户或大量股票期权的人。如果你正在申请一个以创意为雇主立足之本的行业的工作，很可能会被要求签署这样的合同。
Note 注意
Before you commit, it's essential to understand what these agreements are and how they can affect your current and future employment. 在你做出承诺之前，了解这些协议是什么以及它们如何影响你当前和未来的就业是至关重要的。
While it's obviously reasonable for your future employer to protect their intellectual property, you also have rights and requirements-namely, the need to make a living should you change jobs, get laid off, or otherwise move on from the company. 尽管显然，你未来的雇主保护他们的知识产权是合理的，但你也有权利和要求，即在换工作、被解雇或离开公司时需要谋生。
Non-Disclosure Agreement Provisions 保密协议条款
A confidentiality agreement is also known as a non-disclosure agreement or an "NDA." Confidentiality agreements protect private company information like financial details, business strategies, customer lists, or products and services underway or in development, and prevent employees from communicating or profiting from sensitive information. 保密协议也被称为保密协议或“NDA”。 保密协议保护私人公司信息，如财务细节，商业策略，客户名单，或正在进行或开发中的产品和服务，并防止员工传播或从敏感信息中获利。
In addition to protecting sensitive information, these agreements protect patent rights and avoid issues. If a confidentiality agreement is broken, the injured party can seek monetary damages or compensation for breach of contract. Most confidentiality agreements also contain a provision that states that all technology or access to this sensitive information should be returned before the end of the agreement or employment, whichever comes first. 除了保护敏感信息外，这些协议还保护专利权并避免问题。如果保密协议被违反，受害方可以寻求经济赔偿或违约赔偿。大多数保密协议还包含一项规定，即在协议或雇佣结束之前，无论哪个先到，所有技术或对这些敏感信息的访问都应该被归还。
Confidentiality agreements must determine two time periods: The period of time in which the disclosed information is determined and agreed upon and the period in which the information must be kept secret. If a time period is not specified, there is a greater chance of litigation and judicial review to determine fair and equitable ruling. 保密协议必须确定两个时间段：确定和达成协议的披露信息的时间段以及必须保密信息的时间段。如果未指定时间段，就会更有可能发生诉讼和司法审查，以确定公平和公正的裁决。
Note 注意
Some states have placed restrictions on the use of NDAs in employment. Contact your state department of labor for more information. 一些州对雇佣中的保密协议使用设置了限制。有关更多信息，请联系您所在州的劳工部门。
What to Look For in a Confidentiality Agreement 在保密协议中要注意什么
Some confidentiality agreements are harmless and are completed as a formality, though you should carefully evaluate before you sign a non-disclosure agreement specifying: 有些保密协议是无害的，只是作为一种形式完成的，但在您签署一份特定的保密协议之前，您应该仔细评估：
That you can't work for a competitor for one to two years 你在一到两年内不能为竞争对手工作
That anything you conceived of while employed is the property of the company, even if you did it on your own time 任何您在受雇期间构思的东西都属于公司所有，即使您是在自己的时间里完成的
That you give up your right for a trial if there is an issue with the contract 如果合同有问题，您放弃了接受审判的权利
It's important to make sure that you aren't agreeing to anything that would hinder your ability to find another position should your job not work out with one company. 确保您不同意任何可能妨碍您在一家公司工作不顺利时找到另一份工作的事情是很重要的。
In all cases, be sure to read the confidentiality agreement thoroughly before signing and don't be afraid to ask for specifics about what the agreement would mean for you. As uncomfortable as it may be to question the interviewer, it's important to get the facts about the contract before you sign it. Don't assume that the company will give you a pass if they lay you off, for example. 在所有情况下，在签署之前一定要仔细阅读保密协议，并且不要害怕询问协议对你意味着什么具体内容。尽管向面试官提问可能会让人感到不舒服，但在签署合同之前了解合同的具体内容是很重要的。不要假设公司会对你进行裁员时给你特殊待遇。
When Agreements Are Signed 当协议签署时
In most cases, confidentiality agreements are signed when an individual is first hired and are valid through the termination of their employment or, in some cases, a period of time after employment ends. 在大多数情况下，保密协议是在个人首次被聘用时签署的，并在其雇佣终止之前有效，或者在某些情况下，在雇佣结束后的一段时间内有效。
However, in some cases, you may be required to sign a confidentiality agreement prior to an interview. Companies do this for a few reasons. First, they might not want you to share their interview questions or their recruiting practices. Or, they might be planning to discuss company issues or problems that they want your opinion on, but don't want to become public. In other cases, the interview might include the disclosure of trade secrets. 然而，在某些情况下，您可能需要在面试前签署保密协议。公司这样做有几个原因。首先，他们可能不希望您分享他们的面试问题或招聘实践。或者，他们可能计划讨论公司的问题或问题，希望听取您的意见，但不希望变得公开。在其他情况下，面试可能涉及商业机密的披露。
Consider Getting Legal Advice 考虑获取法律建议
A confidential agreement is legally binding, so consider getting legal advice before signing a document that can impact your future employment. An employment attorney can tell you how the agreement might affect your ability to get a job at a competing firm, as well as how it might constrain any contract work or freelancing you might plan to do on the side. 一份保密协议在法律上具有约束力，因此在签署可能影响您未来就业的文件之前，请考虑征求法律意见。雇佣律师可以告诉您该协议可能如何影响您在竞争公司找工作的能力，以及它可能如何限制您可能计划在一边进行的任何合同工作或自由职业。