Although misclassifying a worker can lead to serious consequences, there are mitigation tips and business processes which can be adopted to lower your business risk. This article covers mitigation tips on independent contractor misclassification, and methods your business can adopt to minimize misclassification risks involved with using independent contractors.
Although misclassifying a worker can lead to serious consequences, there are voluntary relief programs which can be used to lower your business risk. This article addresses three types of relief programs: Section 530 Safe Harbor, Voluntary Classification Settlement Program, and Classification Settlement Program .
This article will cover the 20 factors often used by state agencies in determining independent contractor status, which can be used as a general self-evaluation tool for your current workforce.
This article will cover the control test typically used by the Internal Revenue Services (IRS) in determining independent contractor status, which can be used as a general self-evaluation tool for your current workforce.
This article will cover the Economic Realities Test under the Fair Labor Standards Act determining independent contractor status, which can be used as a general self-evaluation tool for your current workforce.
Based on how the working relationship is structured and how the independent contractor service agreement is prepared, mis-categorizing an employee as an independent contractor can have multiple negative ramifications associated with such misuse. This article addresses the negative ramifications associated with their misuse.
Employers can realize a number of economic and competitive benefits associated with the utilization of independent contractors in their workforce. This article addresses the differences between the classifications of an independent contractor vs an employee.
This short article addresses some of the key points and timelines a business should know when considering and/or applying for the Paycheck Protection Program under the CARES Act.
Employment agreements and offer letters are often used interchangeably when hiring employees. Although offer letters and employment agreements share some characteristics in common, they are not the same. For an early-stage or startup company, correctly using the employment agreement and offer letter can help to prevent unnecessary and unanticipated liability