This information-packed program thoroughly examines the new “ABC test” which has seemingly replaced several decades worth of classification criteria with the following three-part test:
- the worker is free from the control and direction of the hirer with regard to performing the work, both under the contract and in fact;
- the worker performs work that is outside the usual course of the hiring entity’s business; and
- the worker is customarily engaged in an independently established trade, occupation or business of the same nature as the work performed for the hiring entity.
Plus, leading Labor and Employment Law attorneys, Michael Studenka and Jason Morris with Newmeyer & Dillon, will guide you through, step-by-step:
- An analysis of the Dynamex decision and its “ABC test”
- Application of the “ABC test” to many common independent contractor situations
- Risks associated with the misclassification of an independent contractor
- Forecasting the future of the “ABC test” given post-Dynamex decisions
- Traps and pitfalls: how best to avoid misclassification claims in a post-Dynamex environment
Product ID: 19830
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Michael J. Studenka
Partner, Newmeyer & Dillion LLP
As head of the firm’s Labor and Employment team, Michael's employment litigation practice centers on defending employers in lawsuits or administrative complaints related to wrongful termination, discrimination, harassment, retaliation, the misappropriation of trade secrets, wage and hour complaints, disputes over commission agreements, and employee embezzlement.
Jason L. Morris
Associate, Newmeyer & Dillion LLP
Jason’s practice concentrates on the areas of labor and employment law and business litigation. He represents employers involved in a variety of industries, including construction, transportation, publishing, restaurants and food service, education, financial services, lending, medical services, retail services, and fitness and lifestyle in traditional litigation as well as agency hearings, arbitration, and mediation.
Continuing Education Units
HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”
C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.