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Validity : 23rd Nov'24 to 03rd Dec'24
Independent Contractors: Issues, Practices, and Steps to Successfully and Legally Staff Your Company
- Clarify the definition of an independent contractor
- Explain obligations for employers in determining the classification of a worker as an independent contractor
- Enumerate practical tests to determine independent contractor status under various governmental agencies and states including: Internal Revenue Service, Department of Labor, state laws, and workers’ compensation
- Identify legal, tax, and other serious consequences for misclassification of independent contractors
- Define situations when an independent contractor may be appropriate for your business needs
- Explain proactive steps to ensure proper and effective use of independent contractors
Overview of the webinar
In today’s dynamic business environment, employers are finding it increasingly difficult to fill roles to fulfill ongoing business requirements, to tackle important projects, and to grow profitably and efficiently.To add complexity to their situation is the fact that unemployment in the U.S. is at its lowest in almost forty years.As well, the “gig economy” is thriving with workers frequently preferencing short-term work over becoming traditional employees.For employers, it would seem like a practical and mutually beneficial arrangement to simply bring on independent contractors to meet business demands while mitigating recruiting and hiring obstacles.
However, it’s not as simple as the “win-win” outcome would suggest. Indeed, increased regulations enacted by recent state laws as well as existing rules and definitions enumerated by various governmental agencies present an often confusing and multi-layered analysis before an employer can make the best decision for its needs.
Companies meet their staffing needs by using a variety of arrangements. Besides the hiring of traditional employees, employers can use contingent employees such as temporary employees, seasonal employees, and leased workers hired through temporary staffing agencies.
A growing number of companies are leveraging independent contractors, especially because a larger percentage of the workforce is preferencing “’gig” or temporary work without being hired as a traditional, regular employee.
While the decision to hire an independent contractor may seem like a “no-brainer,” the wrong decision can result is extensive costs to the company.
Join us in this 60-minute session to learn how to hire independent contractors successfully and legally by understanding practical matters, legal issues, and proactive steps.
Who should attend?
- HR professionals, all levels
- Leaders, Managers, and Supervisors
- Project Managers
- Payroll Specialists – managers, supervisors, and administrators
- Small- and medium-size business owners
Why should you attend?
If you’re thinking about bringing hiring an independent contractor for your team or organization, you need to first understand the obligations that you as the employer must fulfill before that person starts any work.
If you already have independent contractors working for your company, then now is the time to reassess their proper classification as a contingent worker.
Misclassifying a worker as an independent contractor instead of an employee can mean tax, workers’ compensation, wage and hour, and several other costs and possible penalties. In some jurisdictions, the status of proper classification and costs does not start in the present time, but is actually applied retroactively.
This 60-minute training session will explain not only employer obligations, but also how to make the best decision so that you stay within the bounds of the myriad of laws and regulations that exist on this topic. It will also provide you with the information you need to reassess any independent contractors that you currently use in your organization.
Faculty - Ms. Melveen Stevenson
Melveen Stevenson is a sought-after human resources consultant and business advisor. As a certified HR professional with a background in accounting and finance, she helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. In doing so, she empowers companies to strengthen their infrastructure from the inside out, specifically through leadership development, operations, training, employee engagement, and executive coaching.
Melveen speaks on key topics to empower companies with the latest research and best practices for increasing engagement, enhancing leadership presence, and optimizing diverse workforce groups.
Over the last 20 years, Melveen has held leadership positions in human resources operations, supply chain, and talent management at international companies in food manufacturing, medical devices, and consumer products. She was also a faculty member at California State University-Dominguez Hills. She has spent most of her career in California, and has expertise in the state’s complicated employment regulations.
Melveen is certified through the Society of Human Resource Management (SHRM-SCP) and the Human Resources Certification Institute (SPHR).
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.