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The risks associated with IC misclassification are widespread, and an increasing number of federal and state agencies are focused on the issue. In this article we’ll present an overview of the regulatory bodies at different governmental levels responsible for various aspects of IC misclassification.
2 part series on critical workforce trends for today’s HR leaders, examining the macro workforce and workplace trends, and also some forward-thinking ideas and progressive strategies for HR practitioners to build and manage the flexible workforce their organizations need to succeed.
While most government agencies have a bias towards all workers being classified as employees, it is important to note that in today’s new and global market, there are independent contractors being utilized correctly by companies everywhere.
We often discuss independent contractor misclassification and the significant risk it can present to employers. Today we’ll cover another significant form of misclassification that often occurs: exemption misclassification.
Progressive organizations are learning they must become a “client-of-choice” in order to attract and retain the flexible workers they need to get vital work done.
In a real-world example, when engaging a high-level software developer and the economic realities test is applied, an employer can be left in a challenging worker classification predicament. Let’s take a look at applying the economic realities test in this situation.
This week is National Payroll Week which celebrates the hard work by America’s 150 million wage earners and the payroll professionals who pay them.
In today’s fast-paced and global economy CFO’s are tasked with more than ever before, and often called upon to act as an internal business partner and advisor in many business disciplines far outside of the traditional bounds of finance and cash management. One of these emerging focal points for CFOs is total talent management.
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