The gig economy is moving full speed ahead, and regulations around qualifications for hiring independent contractors are moving just as quickly.
The problem is that it can be hard to tell the difference between an employee and an independent contractor. If you choose to have a worker as an independent contractor, make sure they are correctly classified, and don’t forget about the financial penalties for getting it wrong. Experts are predicting audits and increased enforcement under President Biden, so employers need to know how to properly determine an independent contractor’s status.
Read the full story by Bobbi Kloss on HR Executive here.
