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Risk Mitigation
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Most firms working with consultants, contractors, freelancers and other 1099s will use an RFP (Request for Proposal) to set the tone and guidelines for what is expected to complete an assignment. Clients are more comfortable with engaging a contractor when they outline and understand what needs to be delivered by the consultant. Moreover, consultants will…
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Follow these best practices for managing your independent contractor workforce to avoid costly reclassification issues.
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What is an Independent Contractor vs. Employee? These definitions will help you understand how each type of worker is defined: Employee A full-time employee works for a single employer and that employer has a say over the work they do and how that work gets done. An employer can control the hours, location, and type…
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Worker misclassification will always be an inherent risk when engaging independent contractors. Businesses today must decide how to handle differing worker classification laws from federal, state, and local government agencies. Because laws and regulations that dictate worker classification and use of independent contractors are ambiguous and frequently change, legal compliance is challenging. That said, companies…
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Independent contractor misclassification can be an expensive mistake—here’s what you need to know to avoid it.
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Updating policies and practices to compliantly engage independent contractors is a major shift many large organizations are going through. Worker misclassification is a serious issue—if a company classifies a worker as an independent contractor when they should really be classified as an employee in the eyes of the law, they are liable for fines, penalties,…
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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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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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Why Should You Use a Written Contract When Engaging Independent Talent? If your business decides to engage the services of an independent contractor, it can be tempting to review the work you need done, come to an understanding, and get started as quickly as possible. However, oral agreements can be dangerous and lead to legal…
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Improve independent contractor program adoption, increase talent retention rates, and mitigate misclassification risk with these three best practices for independent contractor engagement.
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