Worker misclassification is not only a compliance nightmare for businesses but can also mean heavy penalties. The rise of the gig economy has brought a new challenge for businesses: ensuring proper worker classification. Misclassifying workers as independent contractors can lead to hefty fines, lawsuits, and reputational damage. Michael Matherly, Head of IC Compliance and SOW at eTeam Inc., breaks down the dangers of misclassification and offers valuable tips to stay compliant. Know the risks, common pitfalls and MORE! Don't let worker misclassification become your next headache. Contact eTeam today! Read more on our newest blog: https://lnkd.in/g724G2DD #workerclassification #compliance #gigeconomy #eTeam #workermisclassification
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25+ years of building contingent labor, SOW and freelancer compliance programs and technology platforms, on both the buy- and sell side of our industry.
Getting classification right is foundational to a successful freelancer management strategy, whether you are direct sourcing, self sourcing or shifting SOW project work to a more fit-for-cost, economical task and deliverables-based delivery channel.
Worker misclassification is not only a compliance nightmare for businesses but can also mean heavy penalties. The rise of the gig economy has brought a new challenge for businesses: ensuring proper worker classification. Misclassifying workers as independent contractors can lead to hefty fines, lawsuits, and reputational damage. Michael Matherly, Head of IC Compliance and SOW at eTeam Inc., breaks down the dangers of misclassification and offers valuable tips to stay compliant. Know the risks, common pitfalls and MORE! Don't let worker misclassification become your next headache. Contact eTeam today! Read more on our newest blog: https://lnkd.in/g724G2DD #workerclassification #compliance #gigeconomy #eTeam #workermisclassification
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⚠ The potential consequences of misclassifying workers, whether as W2 employees or 1099 contractors, can be dire. Instances of disgruntled employees or contractors lodging complaints with the Department of Labor can trigger investigations, leading to hefty fines and legal liabilities. 👀 Learn all about this in our discussion with Knight Hinman! https://lnkd.in/ecFURdze 🔒 Avoiding undue risk is paramount to maintaining stability and sustainability in the long run. Let's ensure your business thrives while staying compliant with regulatory standards. Reach out to suzanna@peofortheceo.com for a free consultation #CompliancePrioritization #LongTermSustainability #BusinessStability #TakeAction #PEO #BusinessGrowth #EfficiencyMatters #PEOInsights #BusinessEfficiency #PEOAdvice #PEOExcellence #BusinessPartnership #PEOpartner #PEOconsultant #PEOForTheCEO
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Misclassification of employees as independent contractors can lead to legal complications. Stay informed about the new 'economic realities' test effective from March 11, 2024, and ensure your worker classifications are on point. #EmployeeClassification #IndependentContractor #NewDOLTest #HRCompliance
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What's the haps today at WorkersCompensation.com? > Some #FMLA compliance info > A building collapse in #Idaho > Why things might not be looking up for #RemoteWorkers https://lnkd.in/edQgAqh5 #SimplifyTheWork #WorkersCompensation #WorkersComp #Compliance #Courts
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The Department of Labor has now issued a 2024 Final Ruling effective March 11 to determine whether a worker is an employee or an independent contractor. Let nextSource help you classify your organization's workforce. Check out our one-pager below to learn more about the ruling and what it means for your business. #IC #compliance #DOL #FLSA
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A very informative piece on a ruling that will affect workers in spaces like Uber, Lyft, Wag! etc. Make sure you check it out and if you have an organization that is unsure about the classification of your workers, reach out to nextSource for some help!
The Department of Labor has now issued a 2024 Final Ruling effective March 11 to determine whether a worker is an employee or an independent contractor. Let nextSource help you classify your organization's workforce. Check out our one-pager below to learn more about the ruling and what it means for your business. #IC #compliance #DOL #FLSA
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Should your independent contractors really be employees? Recently, the U.S. Department of Labor (DOL) announced a new six-factor test aimed at helping employers decide when a worker should be classified as an employee rather than an independent contractor. The new test is effective March 11, 2024. However, the DOL test is just one of many employers must consider when determining a worker’s classification, making the decision highly complex. It’s also potentially risky, as improperly classifying a worker can result in fines, lawsuits, back pay, and other serious penalties. The determination is best done with the help of an attorney. Did you know Gold-level Archbright membership comes with unlimited legal advice for help with issues like this?
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How do you determine if a worker is an employee or an independent contractor? Starting March 11, 2024, a new 'economic realities' test by the DOL will guide this process. Here's a closer look at what this test entails. #EmployeeVsContractor #HRCompliance #DOLUpdates #FLSA
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A new and final rule from the DOL has shifted the line between “employee” and “independent contractor,” calling for a review of the “totality of the circumstances” based on “economic realities.” Though it’s become more unclear than before to determine if a worker is properly classified, what is clear is that this new rule is biased in favor of workers being deemed employees and not contractors. Want to learn more? Click this link for a recap of an insightful webinar from our colleagues Robert Boonin and Elizabeth A. Voss: https://lnkd.in/eqaHvySP. #DOL #LaborLaw #EmploymentLaw
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A great short and sweet summary of the new rule and how to identify employees from independent contractors. Like everything else in this modern world, there is sure to be a legal challenge to this rule in the year ahead. Stay tuned!
A new and final rule from the DOL has shifted the line between “employee” and “independent contractor,” calling for a review of the “totality of the circumstances” based on “economic realities.” Though it’s become more unclear than before to determine if a worker is properly classified, what is clear is that this new rule is biased in favor of workers being deemed employees and not contractors. Want to learn more? Click this link for a recap of an insightful webinar from our colleagues Robert Boonin and Elizabeth A. Voss: https://lnkd.in/eqaHvySP. #DOL #LaborLaw #EmploymentLaw
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