Around the country, lawsuits and enforcement actions targeting employers for allegedly misclassifying their workers are on the rise. In some cases, employers deliberately try to bend the rules to avoid paying the taxes, overtime pay, and benefits they owe.
However, many others simply make honest mistakes. It’s not always easy to determine if your workers qualify as independent contractors, especially since different federal agencies use different tests for determining a person’s status. Simply calling someone an “independent contractor” just won’t cut it these days – the criteria are both stringent and complicated. If you incorrectly classify an employee as an independent contractor, you could face a huge, costly lawsuit (not to mention very bad publicity).
During our 90-minute audio conference recording, you’ll learn exactly how to properly classify your workers. Our expert will share proven strategies for drafting effective contractor agreements and protecting yourself from lawsuits and audits.
You and your colleagues will learn:
- The most common criteria used to determine whether a worker is an employee or an independent contractor
- The steep penalties you face if you misclassify an employee as an independent contractor, even if it was a good-faith mistake
- How to create bulletproof independent contractor agreements that will survive in court
- The important legal differences between temporary employees and independent contractors
- The safest ways to terminate an independent contractor’s work with you
This audio conference was recorded on Friday, July 18, 2008
About Your Speaker:
Todd H. Stanton, Esq., is an associate at the Atlanta, Georgia, office of law firm Powell Goldstein, LLP. His practice consists of defending employers on a wide range of labor and employment law issues in both state and federal courts and before various administrative agencies. Stanton also focuses on preventive practices to help employers avoid litigation, including advising clients on proper employment practices, conducting internal investigations, and maintaining employee records. He regularly conducts training and information seminars on employment law topics as well. He earned his law degree at the University of Georgia.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR, SPHR, and GPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI home page at www.hrci.org.
