Tag: Worker Classification

When you begin to examine the business tax implications of California’s AB5 law, it’s easy to make things complicated. We’d like to simplify them.

The more we can understand the law, the better off we’ll be. As you recall, under the AB5 law, independent contractors, or ICs, must meet all three strict ABC criteria to truly qualify as independent contractors rather than employees. In this article we’ll take a closer look at the exceptions or carve-outs to the law. First, a few qualifiers. Out of the thousands of jobs in the cradle of innovation that is the very large state of California, only a few dozen industries are carved out of the AB5 legislation, and the jobs that are carved out specifically can seem

Independent contractor misclassification is an everyday occurrence in companies across the U.S. Learn more about how to avoid worker misclassification.

The IRS is cracking down on rampant worker misclassification. The enormous growth of the independent workforce means this scrutiny will only grow.

Many companies that utilize independent workers believe worker misclassification is just an employer tax issue. The truth is there are many federal and state agencies who are very interested in proper worker classification in order to provide workers with the benefits and protections to which they would be entitled to as employees. A few examples […]

Engaging with a corporation does not automatically protect your company from worker misclassification risks. We are frequently asked by clients to help them manage the risks surrounding professional services vendors who perform work on a SOW basis for the benefit of the client company.

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.