This week, we released a proposal to modify how the U.S. government classifies and regulates independent workers.
The growth and innovation of the American workplace has outpaced the evolution of laws and rules. With issues ranging from independent contractor compliance to guaranteed worker protections, a modern solution is very necessary to (re)stimulate this innovation.
With this in mind, we are introducing the Certified Self-Employed (CSE) solution. CSE addresses the aforementioned issues, removing the risk associated with hiring independent talent.
Simply put, CSE creates a risk-free exchange of independent labor, removing any potential friction that would deter clients from utilizing independent contractors.
The proposed solution creates a worker designation that allows American independents to have greater control over both their opportunities for work as well as the freedom to run their own business. It removes the ambiguity of worker classification risks and costs that they may currently encounter with potential clients.
This proposal is unlike many others, especially because it’s realistic: unlike previous proposals to manage the booming gig economy, this solution requires minimal regulatory intervention once the certification standards are created.
The full proposal can be downloaded here.
We look forward to hearing your thoughts.
The growing independent workforce can be a great source of talent for businesses, but what risks are involved?
This guest blog discusses the reasons independents are being integrated into traditional contingent workforce programs and how both companies and independent professionals benefit.