A handful of high-profile cases — and increased attention by the IRS and Department of Labor — has put worker classification in the spotlight. Now, more than ever, employers must be crystal clear on the differences between an employee and independent contractor, as well as exempt vs. non-exempt status.
In either case, misclassifying workers is a risk your business can’t afford to take. Federal and state agents are monitoring the situation more closely and cracking down with bigger fines and penalties. At the same time, wage and hour lawsuits are on the rise, with many “salaried” employees recognizing they are non-exempt in the eyes of the law — and therefore owed overtime.
Protect yourself from costly misclassification mistakes and potential legal issues. Watch this timely webinar to learn:
- Factors that define the worker relationship, according to the IRS and Department of Labor
- Warning signs that your contractor is actually an employee under the law
- What determines exempt vs. non-exempt status (Hint: Job title has nothing to do with it.)
- Steps to take if a worker is misclassified
Classifying workers properly can be a difficult task. Course 3 of HR 101, Classifying Workers Correctly, will guide you through the process of determining which employees can be considered “exempt” from overtime laws under the Fair Labor Standards Act (FLSA). When you’re done with the course, you’ll understand how to properly classify employees to avoid related time and pay issues.