Compliance Solutions

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How to Source Consultants for Projects

By MBO Partners

Finding the right consultants for your projects can feel daunting if you haven’t done it before. More enterprises than ever before are supplementing their workforce with independent professional talent. Consultants provide in-demand skills and flexibility that allow organizations to work on a project-by-project basis, increasing their agility and giving them the ability to ebb and…

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What is Co-Employment: 4 Ways to Avoid Co-Employment Risk

By MBO Partners

Co-employment is an arrangement where two companies both have rights and obligations as an employer. Learn the complex risks and benefits of co-employment and best practices independent contractor engagement.

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Contractors vs Employees: 10 Differences You Need to Know

By MBO Partners

Employee misclassification can be detrimental to your business. Here are 10 main differences between independent contractors and employees that you should know about.

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3 Strategies to Reduce Contractor Misclassification Risk

By MBO Partners

Worker misclassification  is important to keep in mind if your business is currently using or considering using independent contractors. Managing contingent workers is quite different from maintaining a workforce of traditional employees. Specific rules, laws, and tests apply. Treating an independent contractor as an employee can result in costly legal consequences. Knowing how to reduce…

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Barriers to Building an Effective Independent Workforce Engagement Program

By MBO Partners

Independent contractors provide businesses today with needed skills, specialized expertise, and on-demand talent. Building a centralized program that is designed to manage the engagement and compliance processes for independent contractors is an important part of incorporating contingent workers. An independent contractor engagement program helps minimize a company’s exposure to misclassification liability, and provides processes for…

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4 Ways to Reduce the Risk of Worker Misclassification

4 Ways to Reduce the Risk of Worker Misclassification

By MBO Partners

Worker misclassification is a complex topic. It does not always have a straightforward solution. Often, misclassification can be unintentional because businesses simply do not have a full understanding of the laws regarding how to classify their workers. However, it can also be done intentionally to reduce labor costs or avoid payroll taxes. Regardless of why…

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When Can I Classify a Worker as an Independent Contractor?

By MBO Partners

Our modern workforce includes full-time employees, temporary workers who may fill seasonal or short-term needs, and contingent workers such as freelancers, independent contractors, or consultants. This diversity of workers gives businesses many benefits including workforce flexibility, access to certain skills on-demand, and the ability to form ready-made teams when a project need arises. However, it…

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Recruiting Contractors vs Employees: What’s the Difference?

By MBO Partners

Independent contractors and employees are two very different pools of talent. That means there are big differences when it comes to recruiting each type of talent. In order to successfully attract, retain, and re-engage independent workers, it’s important to focus on building a recruiting strategy that is specifically designed to meet the needs of these…

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Why Worker Classification is Important to Independent Professionals

By MBO Partners

The cost of employee misclassification on independent contractors and what organizations can do to minimize risk.

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What is Worker Misclassification?

By Nathan Gibson

As more companies incorporate independent professional talent into their workforces, the issue of worker misclassification has also been thrown into the spotlight. But what is worker misclassification exactly? First, it’s important to understand that independent contractors—freelancers, consultants, self-employed professionals, side-giggers, etc.—represent a fundamentally different type of worker than your typical W-2 employee. ‘Independent contractor’ is…

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