Independent Contractor or Employee? Tailoring Your Contracts to Avoid Misclassification
OVERVIEW
Uber, Lyft and other “Gig Economy” businesses have experienced huge success in
the new millennium. A big part of the reason why is that they classify a large
majority of their workers as independent contractors. But that business model
is in danger. Many states are attacking the worker classification model, asking
courts to mandate that their workers, usually drivers, are classified as
employees.
- Are
you a food delivery service, or other business involved in the Gig
Economy?
- Do
you treat large classes of workers as independent contractors?
If
so, it would do you well to understand the independent contractor rules andregulations and the simplified tests involved in classification. On the federal
side, you can request a determination that prevents auditors from reclassifying
your workers for you. There are also provisions that limit your liability if
you want to reclassify them yourself.
WHY
SHOULD YOU ATTEND
- Understand
the new, simplified IRS rules for determining whether a worker is an
employee or independent contractor
- Be
able to determine if those workers you currently treat as independent
contractors should be reclassified as employees
- Know
where to go to determine State rules on the same
- Teach
hiring managers how to know who to put on payroll
- Prevent
one of the most expensive mistakes an organization can make in hiring
decisions
AREAS
COVERED
- Details
on the 3 factor test used by the IRS. How to evaluate which factors are
most important
- What
courts look at in tax cases
- How
to document your determination. How to request a voluntary reclassification
- IRS
form SS-8
- Specifics
on Uber and Lyft cases, and other worker misclassification cases
- Other
definitions of I/C’s used by states and the DOL
- How
to minimize audit risk of misclassification. How to evaluate your audit
risk
LEARNING
OBJECTIVES
You
will learn how to take a critical look at your independent contractors, helping
you determine who you should put on your payroll instead. You will learn about
independent contractor agreement, and what states are joining forces for
mandatory employment vs those that grant more freedom to employers.
You
will be given best practices for protecting yourself from auditors and
employees who find themselves wanting the safety nets provided by Unemployment
Insurance and Workers Compensation Insurance. Mostly, you will come away armed
with the knowledge that, when ignored, results in the bankruptcy of otherwise
vibrant companies.
WHO
WILL BENEFIT
- Hiring
Managers
- HR
Professionals
- Payroll
Professionals
- Executive
Management
- Self
Employed Individuals
SPEAKER
Mark Schwartz is an employment tax specialist and has
over 15 years of employment tax experience as an independent consultant and as
a payroll tax auditor with the State of California. He has managed an audit
caseload of 20 ongoing audits, from small home-based businesses to large
multi-national corporations. He is expert at defining regulatory and statutory
requirements from local, State and Federal government agencies; and helping the average business person
understand what that mean to their business. He has processed weekly and
bi-weekly payroll checks plus tax forms for businesses with hourly as well as
exempt workers, multistate operations and a wide variety of benefits.
Use Promo Code XMSNY19 and get flat 20% discount on
all purchases.
To Register (or) for more
details please click on this below link:
Email: support@trainingdoyens.com
Toll Free: +1-888-300-8494
Tel: +1-720-996-1616
Fax: +1-888-909-1882
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