Independent Contractors

Employers often use contingent workers to cut costs. But if they misclassify temps or independent contractors, and those workers are judged employees, then the employer could be liable for back overtime, benefits, federal income taxes, Social Security, unemployment insurance and Workers' Comp. So it's imperative that employers know what factors the IRS uses in determining whether an individual is truly an independent contractor, as well as whether independent contractors fall under the protection off federal and state employment laws. 

 

·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·

 

NEWS/ARTICLES

Employee Or Independent Contractor? Avoiding Misclassification Of Worker Status

How To Handle A Wage And Hour Division (WHD) Investigation Of FLSA Record-Keeping Practices

 

·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·

 

FAQs

1. How can an employer determine whether an individual is an employee or an independent contractor? 
   
   
2. Is an employer obligated to follow the Fair Labor Standards Act (FLSA) for independent contractors?

·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·  ·

 

HR TOOLS

Forms/Documents

Consulting Contract Questionnaire (Free)

---

Acknowledgment Form for Consultants/Independent Contractors (Free)

---

IRS Form SS-8 (Free)

---

Memo: Using Independent Contractors (Free)