The U.S. Department of Labor issued new guidelines for determining if an entity/person is an independent contractor, significantly narrowing the definition of independent contractor and making it more difficult for a person/entity to be classified as such. These guidelines go into effect on March 11th. Misclassification penalties can include paying back wages (as once classified as employees the Fair Labor Standards Act becomes applicable), fines, back taxes, interest, and potentially legal fees as well as a lawsuit from misclassified workers.
We can help you to ensure that your work force is properly classified under the new rule. Call us today!
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