Independent Contractor Rule:
Comply Now or Pay the Price
The independent contractor rules have changed — make sure you comply.
During this interactive webinar, learn how to:
- Check your classifications. Evaluate your contractor classifications with knowledge of the new rules.
- Make sense of new federal and state law changes. There are a number of rules that apply, and some just changed. Learn about the newest rules and regulations.
- Understand how these issues are being resolved in the courts and what makes the difference in correctly classifying a worker as a contractor.
The DOL’s new rule on independent contractors went into effect on March 11, meaning you must ensure your company is classifying employees and independent contractors correctly.
Federal and state agencies are intent on aggressively investigating misclassification of employees as independent contractors. The “whole of government” approach is being used in this arena—DOL WHD, NLRB, EEOC, FTC, and more. On March 11, the Department of Labor’s final rule on independent contractors for purposes of the Fair Labor Standards Act took effect, restoring the DOL’s six-part economic realities test.
And while the federal government’s definition keeps changing, the result is a rule that leaves businesses confused about when they can classify a worker as a contractor. If you get it wrong, you could face stiff penalties, as evidenced by many high-ticket court rulings. Get those classifications right by attending this timely webinar led by two experts on the topic.
Do not be tempted to ignore these rules. If you do, your company will face inherent risks such as audits from the IRS, state tax agencies, DOL and other state agencies. You will also face legal exposure in areas such as employment taxes, lawsuits/class actions, overtime obligations, employment discrimination, criminal penalties (wage theft) and more.
And if you need more reasons to comply consider the fact that the Biden administration will continue to step up enforcement of Independent Contractor misclassification so long as he is in office.
Webinar Agenda
- How to create independent contractor relationships that comply with current DOL, NLRB, IRS, and state agency requirements.
- How to make the case-by-case determination of an employee’s status that will stand up in court.
- The DOL’s current definition of a contractor, and what changed.
- The pros and cons of contractor status (same work, lower costs, fewer hassles) and the risks (reclassifications leading to huge tax, wage, and benefit payments).
- Why the feds are increasing enforcement, what they’re looking for, and how you can stay in compliance.
- The key factors the DOL and IRS consider (and you should, too) in making classification decisions.
- Important court cases that help draw a brighter line between contractors and employees.
Get answers to YOUR questions from presenters…
Jennifer Trulock is a partner at Bradley Arant Boult Cummings in Dallas, TX, where she is a member of the firm’s Labor & Employment Practice Group. She counsels companies on how to manage workplace legal issues and prevent employment lawsuits, and defends employers against employment claims and represents clients in administrative proceedings. Jennifer is also experienced in handling acquisition/divestiture employment issues, and all aspects of noncompetition and other restrictive covenant agreements.
Richard Brann is former chair of the labor and employment law practice at Baker Botts LLP in Houston, where he specialized in representing management in all aspects of labor and employment law. Mr. Brann is the past chair of the Labor and Employment Law Section of the Houston Bar Association and is a fellow in the College of Labor and Employment Lawyers.
Registration bonuses included:
Everyone who registers will receive a copy of the recently-updated Using Independent Contractors report. This helpful tool offers step-by-step instructions on how to comply with IRS requirements without compromising your ability to make cost-effective hiring decisions.
You'll also receive one month of exclusive access to The HR Weekly – our comprehensive service with all the HR advice and compliance tools to simplify your job … and to keep your organization out of court. So that you continue to benefit from The HR Weekly, we will continue your subscription after that for the then current rate, unless you tell us "no, thanks" – your choice.
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