Why Should You Attend:
It started out seeming like a good idea at first: cutting overhead and payroll costs by maximizing the use of independent contractors. Having a flexible workforce that you don't have to pay when you don’t need them to work is almost irresistible to pass up. Add in the idea of not having to worry so much about pesky HR considerations and it seems almost too good to be true. Well as with most things, if it seems too good to be true, it very well may be too good to be true. Those you classify as independent contractors may in fact be your employees, and you can end up with problems you never considered.
Many employers enjoy the advantages of hiring independent contractors: cutting two main costs - payroll and overhead. And there are no overtime compensations either. If they hurt themselves at work, it's their own dime. After all, some employees prefer to be independent contractors. What could go wrong? Lots. Back taxes with hefty penalties, workers' comp claims, even problems with benefits that should have been provided. What started as a good idea becomes a nightmare of added costs including the added costs of tax attorneys and CPAs that the employer will pay to dig them out of the hole they dug for themselves.
This webinar offers a broad perspective on hiring independent contractors and an employer's duties and responsibilities towards them as stipulated under Form W-2 and Form 1099-S. The webinar instructor will highlight the compliance challenges that come with hiring independent contractors, detail how IRS will scrutinize an employer's independent contractor arrangements, and discuss how the EEOC could get involved.
Areas Covered in the Webinar:
How Independent Contractors Can Cause Compliance Challenges
How Independent Contractors Can Cause Other Compliance Challenges
It's All Fun And Games Until Someone Gets Hurt – Problems You Probably Haven't Even Considered
What the IRS Scrutinizes in Independent Contractor Arrangements
It's About Control: Defining Control
Employees Have Options Too
The Department of Labor's View
Don't Forget the States
How the EEOC Could Get Involved.
Independent Contractors Dos and Don’ts
Common and Very Serious Mistakes
Temporary Employees: Whose Employees Are They?
What about the Employee Who Wants To Be an Independent Contractor?
Balancing HR Challenges with Business Considerations
It started out seeming like a good idea at first: cutting overhead and payroll costs by maximizing the use of independent contractors. Having a flexible workforce that you don't have to pay when you don’t need them to work is almost irresistible to pass up. Add in the idea of not having to worry so much about pesky HR considerations and it seems almost too good to be true. Well as with most things, if it seems too good to be true, it very well may be too good to be true. Those you classify as independent contractors may in fact be your employees, and you can end up with problems you never considered.
Many employers enjoy the advantages of hiring independent contractors: cutting two main costs - payroll and overhead. And there are no overtime compensations either. If they hurt themselves at work, it's their own dime. After all, some employees prefer to be independent contractors. What could go wrong? Lots. Back taxes with hefty penalties, workers' comp claims, even problems with benefits that should have been provided. What started as a good idea becomes a nightmare of added costs including the added costs of tax attorneys and CPAs that the employer will pay to dig them out of the hole they dug for themselves.
This webinar offers a broad perspective on hiring independent contractors and an employer's duties and responsibilities towards them as stipulated under Form W-2 and Form 1099-S. The webinar instructor will highlight the compliance challenges that come with hiring independent contractors, detail how IRS will scrutinize an employer's independent contractor arrangements, and discuss how the EEOC could get involved.
Areas Covered in the Webinar:
How Independent Contractors Can Cause Compliance Challenges
How Independent Contractors Can Cause Other Compliance Challenges
It's All Fun And Games Until Someone Gets Hurt – Problems You Probably Haven't Even Considered
What the IRS Scrutinizes in Independent Contractor Arrangements
It's About Control: Defining Control
Employees Have Options Too
The Department of Labor's View
Don't Forget the States
How the EEOC Could Get Involved.
Independent Contractors Dos and Don’ts
Common and Very Serious Mistakes
Temporary Employees: Whose Employees Are They?
What about the Employee Who Wants To Be an Independent Contractor?
Balancing HR Challenges with Business Considerations
Speakers
Teri Morning, MBA, MS, SPHR, SPHR-CA, is the president of her own HR consulting firm and is a partner in a new investigatory software firm, HindsightHR. Ms. Morning has over 15 years’ of human resource and training experience in a variety of professional fields, including retail, distribution, finance, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures.She has consulted with employers on their problems and trained managers and employees for over 10 years, meeting and working with employees from all types of businesses. In addition to an MBA, she has a master's degree in human resource development with a specialization in conflict management. Ms. Morning was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner, and is a member of SHRM, holding the dual certification of a SHRM Senior Professional in Human Resources (SHRM-CSP) and as a HRCI Certified, Senior Professional in Human Resources – California (SPHR-CA). She recently completed certifications in project management and IT management.
