Private Homeowner
Before you get started
Our goal at GIGD is to set the standard for gig-economy work worldwide. Driven by passion, our standards are higher than most. We verify that every subcontractor is licensed, insured and has an established business. This is a crucial step in meeting the Federal and State requirements for a legitimate subcontractor.
Important Usage Guidelines for Homeowners:
Limited to One Project: Homeowners or clients are permitted to use the GIGD platform to list their personal construction projects. GIGD serves solely as a platform to connect the property owner with the worker, with no additional relationships implied or intended. All information related to the project must be provided by the owner of the property they currently occupy or intend to occupy. This registration is not intended for use with multiple projects, rental properties, or short-term or vacation rentals.
In this context, the property owner is regarded as the "CLIENT" who directly hires a contractor (worker or subcontractor). The construction company is considered the primary contractor in this arrangement.
(Note: If the property owner is acting as their own general contractor, overseeing the project and hiring subcontractors, they may be classified as a contractor. If the intention is to use the GIGD platform for multiple properties or for purposes other than a private residential project, the individual should register as a General Contractor.)
No "Handyman" or Unregulated Builds: To ensure the protection of the property, homeowner, and worker, the GIGD platform is specifically intended for projects that require licensed contractors. It is not designed for informal "handyman" services or unlicensed work. In instances where an unlicensed individual is engaged, both the property owner and the worker assume full liability and acknowledge that such activities are outside the scope and intended use of the GIGD platform.
State and Local Permits: To safeguard the property and ensure its value, homeowners are responsible for securing any necessary permits and submitting the appropriate project documentation to local authorities, in compliance with state and local regulations (e.g., for projects exceeding $3,000). Failure to obtain the required permits may lead to project delays, regulatory fines, or sanctions, as well as additional costs. Such issues can adversely affect the timely completion of the project and may result in property improvements not being considered in future property valuations.
Required documents
Social Security #
Home Owner Verification PDF
Home Insurance Policy PDF
Active Bank Account (for Plaid and Stripe transaction)
Critical Legal Distinctions Between Employees and Gig Workers in Construction
Disclaimer: This overview is for reference purposes only and not legal advice. Please consult legal counsel for specific guidance.
In the construction industry, worker classifications and relationships are defined by both state and federal standards. Below is a general reference of common terms used to describe various roles and business structures.
Common Terms
Business Entities:
Company, Corporation, LLC, S Corporation, C Corporation, Sole Proprietor
Contractor Types:
General Contractor (GC), Licensed Contractor, Registered Contractor, Employer, Business Owner
Worker / Labor - Employment Types:
Subcontractor, Independent Contractor, Gig Worker, Employee, Freelance Worker, Temporary Worker, 1099 Contractor, W-2 Employee
Potential Illegal Employer / Employee - Contractor / Subcontractor Relationship terms :
Misclassification, Joint Employer, Ghost Workers, Under-the-Table, Independent Contractor, Illegal Worker, Shadow Economy, Cash worker
Legal Frameworks and Employer-Worker Relationships
The Fair Labor Standards Act (FLSA) IRS, NLRB distinguishes between employee-employer relationships and contractor-subcontractor relationships, including Joint Employer scenarios. These distinctions affect responsibilities and legal obligations. Misclassification of workers can result in significant legal and financial consequences.
Key Considerations for Gigd Users relationships
Autonomy: GIGD portal users should not control the Worker’s hours, methods, or tools used. Unless specified or required in the bid or scope of work. Gigd portal users must have the flexibility to complete work independently.
Compensation: Gigd portal users compensation for projects should be determined through bids or contracts, not by hourly rates set by either party.
Multiple Contracts: Gigd portal users are free to work for multiple companies and should not be exclusive to any single contract or Gigd portal user.
Independent Business Operations: Gig portal users must operate independently and manage their own business activities.
Conclusion
Understanding the distinction between employees and gig workers is essential for legal compliance. Misclassification can lead to penalties and other legal issues. We recommend consulting legal counsel to ensure all work relationships are properly defined and compliant.