Employee vs. Independent Contractor: Latest DOL Guidance to Help Companies Avoid Costly Misclassification Mistakes

webinar Employee vs. Independent Contractor: Latest DOL Guidance to Help Companies Avoid Costly Misclassification Mistakes

You Will Learn:

  • Most common classification pitfalls and problems
  • Key language to include in written independent contractor agreements to protect your organization
  • Policies to put in place to protect yourself in the event of an audit or investigation
  • What to do if you find a classification error
Watch the pre-recorded web conference
$269.00
 

Employee or independent contractor?

Organizations that supplement their workforce with independent contractors are at risk for misclassification.

In fact, the IRS estimates that 80% of workers classified as "independent contractors" are actually employees.

In the past year, misclassification cases dominated the news:

  1. FedEx settled for $468 million for misclassifying ground division drivers
  2. Uber faces a $100MM settlement and remains a moving target
  3. GrubHub, faces a nationwide lawsuit for IC misclassification
  4. Pacer Cartage Inc., to pay a proposed $4.25MM

And what about the just released 'Field Assistance Bulletin’ (FAB)? Experts say it's a great predictor of how the DOL will soon define worker status as either “employee” or “independent contractor”.

Are your contractor relationships properly structured, documented and implemented consistently with both federal and state laws? Could your books withstand an audit?

Learning Objectives

During this information-packed webinar you will learn how to limit your exposure to wage and hour lawsuits for misclassification of employees and contractors.  You’ll also learn: 

  • How recent cases demonstrate what’s at stake for employers
  • What the recent ‘Field Assistance Bulletin’ means to your organization
  • Different classification standards that apply for employment law purposes and for tax purposes
  • How government agencies and courts distinguish between employees and independent contractors
  • Costly consequences of misclassification
  • Most common classification pitfalls and problems
  • Dos and don’ts for working with independent contractors
  • Key language to include in written independent contractor agreements to protect your organization
  • Policies to put in place to protect yourself in the event of an audit, employee litigation, or an investigation
  • What to do if you find a classification error

Product ID: 20186

Bonus Material

Plus, you get the exclusive guide – “Employee or Independent Contractor “ – a $247 value – absolutely FREE!

Jam-packed with compliance guidelines, this 49 page guide explores:

  • Authority and Weight of the DOL’s Administrator’s Interpretation
  • Misclassification of Employees
  • Economic Realities Test
  • Application of the Factors
  • Classification of Independent Contractors; Economic Dependence
  • Work Integral Part of the Employer’s Business
  • Worker’s Managerial Skill & Opportunity for Profit and Loss
  • Worker’s Relative Investment
  • Work Performed Require Special Skill and Initiative
  • Permanent or Indefinite Relationship
  • Employer Control
  • Summary of the Economic Realities Test

Get the Latest Compliance Guidance on How to Avoid Misclassification Errors!

Get it on demand now

Faculty

Cory G. Walker
Cory G. Walker
Of Counsel, Littler

Cory G. Walker counsels and represents management clients, particularly in the hotel and gaming industries, in connection with a broad range of employment matters arising under state and federal law.

Chris Suffecool
Chris Suffecool
Associate, Littler

Chris Suffecool represents employers in cases involving a variety of claims arising under state and federal law.
Chris also advises management on state and federal employment regulatory matters, including state minimum wage, sick leave, overtime laws, and Fair Labor Standards Act (FLSA) compliance.

Continuing Education Units

  • hrci

    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.”

  • shrm

    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.

Get the Latest Compliance Guidance on How to Avoid Misclassification Errors!

Get it on demand now

Stay Up To Date