Independent Contractor or Employee - Guidelines to Insure Compliance
Friday, January 17, 2014 from 10:00 AM to 11:00 AM (PST)
This webinar will discuss the criteria used by the DOL, the EEOC and the IRS to distinguish between contractors and employees and how you can avoid mis-classifying employees as independent contractors.
Why Should You Attend:
In recent years, the IRS and the Department of Labor have been somewhat more vigorous in prosecuting employers who have misclassified employees as contractors. Employees are entitled to by law minimum wage and in many instances overtime pay, as well as fringe benefits in some instances. Contractors have no such protection. In addition, employers withhold taxes for employees, while contractors pay their own taxes.
Misclassification of employees as contractors can lead to severe penalties from the government, not to mention an intrusive and burdensome investigation. This webinar will help you gain a clear understanding of the rules that will in turn help your company avoid misclassifying its workers.
- Criteria used by the DOL, the EEOC and the IRS to distinguish between contractors and employees
- Cost differentials between contractors and employees
- Circumstances in which the use of contractors may be appropriate
Areas Covered in the Webinar:
- The 11 factor and 20 factor test applied by the IRS
- The cost differentials between contractors and employees
- Issues arising from leasing employees
- Requirements that business may impose on contractors
- Practical differences between contractors and employees
- Auditing the workforce to assure proper classification
Who Will Benefit:
- HR Personnel
- Attorneys dealing with employment issues
- Managers who make hiring decisions
- Business owners
Kenneth A. Sprang, is one of the founding partners of Washington International Business Counsel, LLP, in Washington, DC. Mr. Sprang counsels and represents both domestic and international clients in labor and employment law and in a wide range of corporate, business and transactional matters. Over the course of his 30 plus year career, Mr. Sprang has practiced with both large and small firms, as well as serving as in house counsel for Fortune 500 companies and as general counsel to smaller companies.
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