HR Update:
Independent Contractor Compliance

If you classify any workers as "independent contractors" – or have plans to do so – now is the time to make sure you get that classification correct. Recent government actions and the COVID-fueled changes to the U.S. economy have added new complexity and confusion into the "contractor vs. employee" decision.

Let's face it: gig problems are BIG problems. Federal agencies including the National Labor Relations Board and the Department of Labor have made sweeping changes to the definition of independent contractor. Yet several states, led by California, now make it harder to classify workers as independent contractors.

These moves raise more questions than ever about who exactly qualifies for contractor status these days. And the past few years have seen a massive new "Misclassification Initiative" launched by the IRS and DOL, targeting employers with more audits and closer scrutiny.

What to do? Now is the time to understand these changes once and for all – and get in compliance. HR Update: Independent Contractor Compliance will teach you:

• How to create independent contractor relationships that meet IRS, DOL, NLRB and state agency requirements.
• The benefits of using independent contractors (same work, lower costs, fewer hassles) and the inherent risks (reclassifications leading to huge tax, wage and benefit payments).
• COVID-19 developments affecting independent contractors, such as eligibility for unemployment compensation.
• Why the feds are cracking down now, what they're looking for and how you can achieve compliance.
• What employers can expect from the Trump administration and states on this issue.
• The key factors the DOL and IRS consider (and you should, too) in making classification decisions.
• The IRS test, the so-called "Darden Factors" and the "Economic Realities" standard.
• Important court cases that help draw a brighter line between contractors and employees.
• The steps you should take to deal safely with independent contractors.

As a Wall Street Journal report, "The End of Employees," noted, contractor status has exploded in recent years and it can save you big on taxes and benefits. But you must get those classifications right – now more than ever!

The federal government predicts its crackdown on employee misclassification will reap at least $7 billion in federal revenue over the next 10 years. Don't become a notch on the IRS' belt! Discover your compliance mistakes now – before the feds do – and learn how to manage your independent contractors legally. Get your copy of HR Update: Independent Contractor Compliance now!

Sincerely,

Pat DiDomenico, Editorial Director
HR Specialist

P.S. Your satisfaction is unconditionally guaranteed. If Independent Contractor Compliance fails to meet your needs, we will refund every penny you paid – no hassles, no questions asked.

About Your Speakers:

Greg Guidry is a shareholder with Ogletree Deakins, based in Lafayette, Louisiana. He has successfully represented management in all phases of labor and employment law throughout the United States for over 35 years. A significant percentage of his practice involves defending and advising clients on misclassification issues. He is the president of the national Management Labor & Employment Roundtable, is a fellow in the College of Labor and Employment Lawyers, and has been listed for many years in Best Lawyers in America directory in the labor and employment law field.

Jennifer Trulock is a partner at Baker Botts in Dallas, where she is chair of the firm’s Labor and Employment Practice Group. Jennifer graduated from Georgetown University Law Center and she represents management in all aspects of labor and employment law. Jennifer also counsels and trains employers on managing workplace issues and preventing employment lawsuits.

Credit Hours:

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

This program is valid for 1.25 PDCs for the SHRM-CP® or SHRM-SCP®.