Do not Hire Independent Contractors, Especially Now!
Adam is the founder and owner of The Workplace Law Firm, where he focuses his practice on labor and employment law primarily on behalf of employers. Adam received his Bachelor of Arts degree from Florida State University with a double major in Political Science and Literature where he was on the Presidential Dean’s List. He then went on to earn his Juris Doctor degree from Florida International University College of Law. Adam counsels companies of all sizes on a variety of workplace and human resources issues including, but not limited to, interviewing, hiring, employee discipline and discharge, workplace discrimination, harassment, retaliation, wage and hour, whistleblower, unemployment, medical marijuana compliance, restrictive covenants, non-compete agreements, non-solicitation agreements, non-disclosure agreements, separation agreements, workplace policies and employee handbooks. Adam also has extensive experience litigating employment-related disputes on behalf of both employees and employers in court, in arbitration and during various administrative proceedings. Prior to founding The Workplace Law Firm, Adam gained tremendous experience by working at two large Florida-based law firms (Greenspoon Marder and Kelley Kronenberg) where he regularly counseled with companies on labor and employment law issues and litigated numerous cases from inception to trial.
This webinar has been approved for 1.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
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During this 60-minute program, will be discussing what an independent contractor is under the law, the differences between an independent contractor and an employee as defined by the DOL and IRS, what companies should have in place to support a company/independent contractor model? the government initiatives in place to address worker classification, why hiring independent contractors is so risky (especially now), along with some case studies on worker misclassification and best practices for business owners.
You will walk away from this program with a better understanding of the difference between an independent contractor and an employee, as well as an understanding of why the government wants business owners to employ W-2 employees (especially under this administration), and why it is less risky for your business to employ W-2 employees.
Who Should Attend
Business owners, HR Representatives, C-Suite Executives.
Why Should You Attend
Regardless of the reason for hiring 1099 workers for your organization, you need to understand that you are operating with some level of risk.
Employment laws were not written for 1099 workers but rather were written for W-2 employees. So anytime your company engages a 1099 worker who may be viewed as a W-2 employee under the law, your company could be liable for all penalties associated with misclassification, along with violations of any employment laws you may have not been following by incorrectly classifying the worker.
The Department of Labor and the Internal Revenue Code have information-sharing agreements which means if one agency finds out about misclassification, it will share it with the other. Additionally, states have their own regulators (i.e. through the Florida Department of Revenue) who monitor the employment relationship for compliance.
During this administration, the federal government has implemented a number of initiatives for these agencies to crack down on worker misclassification.
Costly audits from one or both agencies could effectively be costly and could put a company out of business.
Topic Background
Federal state and regulators have never been more aggressive against companies misclassifying workers as 1099 independent contractors when such workers should have been w-2 employees (especially during this political administration).
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$200.00
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