Independent Contractors: Issues, Practices, and Steps to Successfully and Legally Staff Your Company

In the current business landscape, companies are facing numerous challenges in hiring and retaining skilled workers to meet their ongoing business needs and growth objectives. With the unemployment rate in the U.S. at its lowest in almost four decades, employers are finding it increasingly difficult to attract and retain top talent. Additionally, the rise of the gig economy has led many workers to prefer short-term, freelance work over traditional employment. As a result, hiring independent contractors has become an attractive option for companies looking to fulfill their business requirements while also mitigating recruitment and hiring obstacles.

However, it’s not as simple as the “win-win” outcome would suggest. Indeed, increased regulations enacted by recent state laws as well as existing rules and definitions enumerated by various governmental agencies present an often confusing and multi-layered analysis before an employer can make the best decision for its needs.

Companies meet their staffing needs by using a variety of arrangements. Besides hiring traditional employees, employers can use contingent employees such as temporary, seasonal, and leased workers hired through temporary staffing agencies.

A growing number of companies are leveraging independent contractors, especially because a larger percentage of the workforce is preferencing “’ gigs” or temporary work without being hired as a traditional, regular employee. While the decision to hire an independent contractor may seem like a “no-brainer,” the wrong decision can result in extensive costs to the company.

Join us in this 60-minute session to learn how to hire independent contractors successfully and legally by understanding practical matters, legal issues, and proactive steps.

If you’re thinking about bringing hiring an independent contractor for your team or organization, you need to first understand the obligations that you as the employer must fulfill before that person starts any work.

If you already have independent contractors working for your company, then now is the time to reassess their proper classification as contingent workers.

Misclassifying a worker as an independent contractor instead of an employee can mean tax, workers’ compensation, wage and hour, and several other costs and possible penalties. In some jurisdictions, the status of proper classification and costs does not start in the present time but is actually applied retroactively.

This 60-minute training session will explain not only employer obligations but also how to make the best decision so that you stay within the bounds of the myriad of laws and regulations that exist on this topic. It will also provide the information you need to reassess any independent contractors you currently use in your organization.

• Clarify the definition of an independent contractor
• Explain obligations for employers in determining the classification of a worker as an independent contractor
• Enumerate practical tests to determine independent contractor status under various governmental agencies and states including the Internal Revenue Service, Department of Labor, state laws, and workers’ compensation
• Identify legal, tax, and other serious consequences for the misclassification of independent contractors
• Define situations when an independent contractor may be appropriate for your business needs
• Explain proactive steps to ensure proper and effective use of independent contractors

• HR Professionals
• Leaders, Managers, and Supervisors
• Project Managers, Business Managers
• Payroll Specialists – Managers, Supervisors, and Administrators
• Small- and Medium-sized Business Owners
• Individuals who are considering working as independent contractors may also find this webinar helpful in understanding their rights and responsibilities under the law.