So you want to lower your payroll and benefit costs through temporary relationships with workers? Just call them an independent contractor, right? Not so fast! Doing so may cause a number of compliance problems that may exceed any cost savings the company would have gained from using contractor arrangements.
As more and more companies use independent contractors in response to economic and business demands, the DOL and the EEOC have stepped up their compliance scrutiny of such arrangements. Additionally many of your "happy to be contractors" may very well WANT to be your employee. This creates a "perfect storm" of conditions ripe for trouble in your organization.
Through this course, you will learn how using independent contractors can be either very good for business or harmful for business and how to know the difference.Learning Objectives
About Your Speaker
- How independent contractors cause compliance challenges
- What does the EEOC scrutinize in independent contractor arrangements?
- What does the DOL scrutinize in independent contractor arrangements?
- Putting together a plan for use of independent contractors; balancing HR challenges with business considerations
- Common, overlooked and very serious, yet easily rectified mistakes
- What about the employee who "wants" to be an independent contractor?
- How to persuade management of the very real problems masquerading independent contractors as employees can cause
- Background checks, security, injuries, informational confidentiality, codes of conduct, complaints and investigations – independent contractor arrangements don't just absolve an employer of any and all responsibilities to contractors, employees and customers
Teri Morning, SPHR, has over 15 years organizational development and teaching experience in a variety of professional fields for both profit and non-profit companies.
In addition to a MBA, Teri also has a Master's degree in Human Resource Development with a specialization in Conflict Management, is certified in mediation skills, is qualified as a Myers-Briggs practitioner, and holds the SHRM certification of a Senior Professional in Human Resources (SPHR).PHR / SPHR Credits!
This program has been approved for 1.5 recertification credit hours through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be pre-approved for re-certification credit.