Working with independent contractors? Here are 15 ways to ensure you don’t end up as the next write-up on the Department of Labor’s website for misclassifying them as employees.
The compounding effect of five developments in employment law has made using independent contractors significantly more appealing and risky at the same time.
A new court ruling is a win for exotic dancers in Kansas — and also highlights the difficulties in determining just who qualifies as an independent contractor.
Pennsylvania just joined the growing list of states that pledged to work with the Department of Labor (DOL) in preventing employers from misclassifying full-time employees as independent contractors (ICs). Will your state be next?
Signed agreements from workers stating that they are independent contractors mean little if the Department of Labor (DOL) feels a worker has been improperly classified.
If your company is considering broader use of independent contractors to save money, be aware that federal and state lawmakers and investigators plan to go hard on any employer who doesn’t meet strict IC requirements.
Our team of experts fields real-life, everyday questions from HR managers and gives practical answers that can be applied by any HR pro in the same situation. Today’s question: Will asking the DOL for guidance on classifying workers trigger an investigation?
You know the cost of misclassifying employees as independent contractors. But can you determine whether or not these exotic dancers were employees?
Enter the latest wave in the sea of crackdowns, regulations and additional paperwork surrounding the classification (or misclassification) of employees.
To all those using independent contractors: The Department of Labor (DOL) is no longer looking to just strengthen its own enforcement of employee classification rules, it’s now strengthening states’ enforcement efforts as well.
The Department of Labor (DOL), Internal Revenue Service (IRS) and nine states have teamed up to find wage and hour violators and fine them heavily.
Some people just don’t appreciate art. A U.S. District Court judge in Georgia has ruled that male strippers don’t qualify for exempt status as “creative professionals.”
Citywide Protection Services formed an agreement with its security guards: The guards could work extra hours in exchange for straight-time pay only — no time-and-a-half.
The hits just keep on coming: Congress is considering another measure designed to crack down on companies that classify workers as independent contractors.
It’s official. Connecticut is the first state to pass legislation mandating paid sick leave for employees.
Surprise, surprise – the Department of Labor (DOL) continues to ratchet up its efforts to enforce wage and hour laws.
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