A Virtual Resource - Virtual Assistants vs Employees Comparison Chart

Virtual Assistants vs Employees Comparison Chart

Obligation/Benefit	Virtual Assistant	Employee
Hirer pays only for time spent on the task or project.	√
Helps hirer stay on track and on schedule.	√	?
Handles seasonal or periodic projects.	√	?
No need to buy additional hardware & or standard office software.	√
No computer training needed.	√	?
Convenient when on-site staff gets overloaded.	√
No time wasted on breaks or personal issues.	√
Works on an “as-needed” basis.	√
No extra office space required; no extra rent or loss of privacy for the home-based hirer.	√
No need to buy an extra desk, chair, phone or supplies.	√
Hirer must pay employer social security taxes.		√
Hirer must collect and pay FICA taxes.		√
Hirer must pay worker’s compensation insurance.		√
Hirer must pay federal and state unemployment taxes.		√
Hirer must comply with OSHA.		√
Hirer must comply with the Federal Fair Labor Standards Act including minimum wage and overtime payment.		√
Hirer must comply with Employee Retirement Income Security Act.		√
Hirer may have to pay medical benefits, dental, vision, etc.		√
Hirer may have to pay vacation time, sick time and holiday time.		√
Hirer may have to fund other employee benefits such as 401K, other retirement plans, etc.		√
Hirer must pay someone to administer the above benefits.		√
Hirer has legal exposure that includes working hours, sexual harassment, discrimination, vacation time, sick time, leaves of absence, holidays, grievances, terminations, substance abuse, obligatory training, etc.		√
In the event of layoffs, hirer’s unemployment rate may increase for years to come.		√
Portions of the content herein © 2005, by Staffcentrix, LLC. Used with permission.

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