It seems like an easy way for an employer to save some money using an innovative HR approach: Classify a few employees as independent contractors and cut out some of the costs associated with employing full-timers. It is easy. And it is dangerous.
Are wage-and-hour claims increasing or decreasing for companies? A new study lays it all out on the table.
The Department of Labor (DOL) has weighed in on how it did in 2013.
It’s amazing that in 2013, employers still routinely base important decisions on myths.
Good news: HR pros will once again have one of the most useful DOL resources at their disposal to help with an array of tricky compliance issues.
Just in case you were wondering: Exotic dancers don’t qualify as independent contractors.
Heads up: The feds and a group of states are taking a tag-team approach to making sure employees are properly classified under the Fair Labor Standards Act.
Hey, nobody can really tell what the future holds. But if it’s anything like what HR pros predicted in a recent report, both employers and employees will have lots of adjustments to make.
Pay reductions, exempt v. non-exempt employees, independent contractors — all those issues have created a legal minefield for employers. And more people are waiting for you to take one wrong step.
States Where All Employers Must Comply With The State Immigration Laws Arizona All businesses must use E-Verify. Mississippi 1) All state agencies, public contractors and subcontractors, and all private employers with 250 or more employees must use E-Verify; 2) private employers with 100-249 employees must use E-Verify by July 1, 2009; 3) private employers with […]
Companies guilty of improperly classifying employees as independent contractors have just been given a big break — or have they?
The president has handed Congress his budget proposal for 2015. And it carries some bad news for employers.
The permanent, 40-hour-a-week staffer is going the way of the dinosaur, according to guest poster Jeff Russell.
Just when we all thought the argument over which test to use to determine if someone’s an independent contractor or not was settled by the DOL, two more tests (one old, one new) enter the fray.
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