Hiring Contract Employees

55mIntermediate2017-11-20

Authors

Don Phin

Speaker, Trainer, Coach, and Author

Course details

The independent contractor (IC) workforce continues to grow in the U.S. There are times when this relationship is looked upon favorably by the law, and times when it is not. Independent contractor status triggers numerous concerns, including liability exposures, insurance coverages, tax payment obligations, property ownership, employee status, benefits eligibility, and more. This course was designed to help HR executives, recruiters, and others in management stay on the right side of the law when it comes to hiring and managing independent contractors. Learn about the legal requirements for classifying ICs, the benefits of hiring ICs, how to prevent misclassification claims, and more.

Learning objectives
Legal requirements for classifying independent contractors
Financial and strategic benefits of contract employees
Downsides of misclassification
What triggers complaints and investigations?
Licensing statutes, permit requirements, and anti-discrimination statutes
Preventing misclassification claims
Considering an SS-8 ruling
Amnesty programs

Skills covered

Talent ManagementHuman ResourcesLeadership and ManagementDeep Dive (X:Y)

Concepts

0. Introduction

01 - Welcome
02 - What you should know

1. Legal Requirements for Classifying ICs

03 - Legal definitions
04 - Regulations and guidelines
05 - Control - The most significant factor
06 - Additional classification factors
07 - Compensation and ICs
08 - Contract agreements

2. The Benefits, Risks, and Legalities of the IC Classification

09 - The benefits of hiring ICs
10 - The downsides of misclassification
11 - What generates investigations
12 - A misclassification scenario
13 - Additional legal exposures

3. Protect Yourself from Misclassification Claims

14 - Prevent misclassification claims
15 - Consider an IRS SS-8 ruling
16 - Amnesty programs

Conclusion

17 - Next steps