Making Correct Employee- Contractor Classifications

Why Should You Attend:

Why Should You Attend:

Determining if an individual is a contractor or an employee is having enormous financial implications. Large and small companies have been found liable for back-pay, back-benefits, and pensions that had to be paid to individuals who had been considered to be contractors. The problems arose when on further review they were found by the federal Department of Labour to be employees. These mis-classification issues can also raise pension concerns. These have been substantial awards, and can threaten either the financial future or a company or whether it continues to be viable. Past mis-classification can also raise retrospective labour issues.

Attend this Webinar with your group to learn:

How to determine if an individual is, by federal Department of Labour and IRS standards, a contractor or an employee.

Differences between contractors and employees using federal Department of Labour and IRS standards.

What to check for to make sure a contractor does not evolve into an employee and how to preserve that distinction.

That State governments may also have standards for classifying employees and contractors and they may differ for those used by the federal Department of Labour and IRS.

Who Will Benefit:

This webinar will provide valuable assistance to all involved in conducting clinical trials at a research site:

- Compensation Analysts

- Human Resource Analysts

- Human Resource Directors

- Owners

- CEOs

- Comptrollers

- Operations staff

- Supervisors

- Contract Administrators

- Auditors

- Accountants

Instructor Profile:

Joe Gross, is a self-employed consultant with HR & Policy Solutions, PLLC in Olympia Washington. His consulting company develops a variety of human resource and policy systems for employers in the private, non-profit, and public sectors. Areas of emphasis in his practice are legal compliance, hiring, classification, writing employee manuals, and workforce alignment.

He is a published author, and is certified as a Senior Professional in Human Resources by the national Society of Human Resource Management. His Bachelor of Arts degree is in Legal and Governmental Services from Pacific University in Oregon. His Master of Public Administration degree is from the University of Washington.

Topic Background:

Distinctions between employees and contractors need to be clear to management in an organization and to the contracting organization. If an individual is thought to be a contractor, or presents him- or herself as one but then works as an employee for the organization, it is likely that the employer owes them back pay and back benefits as if the former contractor had always been considered to the an employee.

These distinctions must be maintained throughout any working relationship with a contractor.

by: ComplianceOnline

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