As employers shift to more independent contractors and fewer full-time workers, they face a growing challenge. Whether they
are called free agents, freelancers, consultants or just-in-time workers, these contingent workers have one important thing in
common:
Under state and federal laws, they must meet the proper independent contractor classification tests to be classified
as independent contractors, otherwise they will be considered employees. Independent contractors are classified differently
than employees under workplace laws and regulations. If businesses misclassify them, a common occurrence, those employers
face significant risks and severe penalties.
Do you understand the differences between employees and independent contractors?
Mitigate the risks. Register below and download our free paper.
