Hybrid meetings are inevitable, but technology can help collaborators make connections and maintain the human experience no matter where they are. See how.
The post Maintaining Personal Connections and the Human Experience During Hybrid Meetings appeared first on AVI-SPL Digital Enablement Services Provider.
You already know that W2 employees and independent contractors are entitled to different benefits and typically, independent contractors cost companies a lot less than employees. For this reason, some companies have bent the rules and classified workers incorrectly on purpose. Others have taken advantage of gray areas in the law to save money. And believe it or not, we’ve seen some companies who simply don’t know the rules and misclassify workers unknowingly. No matter the motivation, mistakes are costly.
The gig economy, start-up culture, and the rapid growth of the independent workforce have created a trifecta of pain in the form of increased scrutiny by government agencies seeking to ensure workers are appropriately classified.
In many cases, worker classification laws have resulted in the narrowest definition of an independent contractor to date. It’s now even more crucial for companies to evaluate or reevaluate the way they classify employees and get on the right side of the law before the IRS’s attention reaches their headquarters.
You can’t ignore worker classification rules. Unless of course, you’re ready to face a potential multimillion-dollar price tag.
You might get away with breaking a traffic law 100 times and lose any fear of the consequences. But that 101st time, you could end up seeing those flashing gum balls in your rear view mirror. Unfortunately, “Oops, I didn’t mean to” holds little weight with police officers. Similarly, the defense doesn’t hold up in court when you’ve misclassified an employee. Whether you knowingly or accidentally misclassify employees as independent contractors, it’s considered wage theft. The government doesn’t take that lightly.
Committing wage theft has some serious consequences. Businesses that misclassify workers as independent contractors deprive federal and state governments of billions of dollars in tax revenue. Big Brother is watching and Big Brother wants its money.
The cascading effects guarantee continued pain. Misclassifying an employee puts your business at risk of an IRS audit. In addition to monetary fines like back pay, back taxes, severance and healthcare coverage for misclassified workers, you could also be looking at legal fees, reputation damage and even criminal and civil penalties. If you’re found guilty of fraud or intentional misclassification, you may be fined for each misclassified employee with fines multiplying with subsequent violations.
Conduct an internal audit on your company’s policies and documentation process. Run each worker through the ABC test to determine if they really are an IC or not. Look for areas that need improvement. If you’re missing any documentation (like signed contracts), take any necessary steps to get what you need. If you think you’ve misclassified a worker, make sure you carefully document any changes you make.
If you run your internal audits and still don’t feel confident you have the right status, you can file Form SS-8, Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding. To be safe, you should treat the worker in question as an employee until you’re sure.
Not sure if you’re classifying your employees the right way? Take our five-minute worker classification self-audit to determine just how independent your independent contractors are.
Worker roles can evolve over time, as do the rules around worker classifications, so it’s a good idea to review each worker’s classification annually and make adjustments as needed.
That’s a lot of work, which is why many organizations that contract independent contractors partner with an Employer of Record—a firm specializing in independent contractor compliance and engagement. An Employer of Record helps your company meet compliance standards, reduce misclassification risk, and successfully manage independent workers. That’s exactly what we do at PayReel.
PayReel will help you manage your workers so your business can focus on doing what it does best. As your Employer of Record, PayReel will help ensure that all your independent contractors are properly classified and your business stays ahead of the compliance curve. There’s no need to gamble with something so important. Contact us today!
The post Here’s What to do if You Think You’ve Misclassified a Worker appeared first on PayReel.
What are the best tips for filming video outside? We created the below infographic that explores the best tips and tricks for video production in the great outdoors.
Temp-to-hire positions are becoming increasingly popular among employers looking for quality candidates. Temp to hire, meaning the arrangement that allows employers to try out an employee before making a long-term commitment, gives job seekers the opportunity to get their foot in the door at a company they might not otherwise be able to. If you’re considering a temp-to-hire position, here’s what you need to know.
When a company is looking to fill a position, they will often post the job as either a full-time, permanent position or a temp-to-hire position. A full-time, permanent position is just that – the company is looking to hire someone on a long-term basis. A temp-to-hire position, on the other hand, is a bit more flexible.
A temp-to-hire position is a type of job arrangement where an employer is looking to fill the position on a temporary basis – usually for a period of three to six months. At the end of that period, if both the employer and employee are happy with the arrangement, the employer may then offer the employee a full-time, permanent position.
There are several benefits of a temp-to-hire position for employers. First, it allows the employer to try out an employee before making a long-term commitment. This can be helpful in ensuring that the employee is a good fit for the company and the position. Second, it can help to reduce turnover by giving employees the opportunity to show their worth before being hired permanently. Finally, it can save the company money by avoiding the costs associated with hiring permanent employees, such as training and benefits.
There are several benefits of a temp-to-hire position for job seekers. First, it provides an opportunity to get your foot in the door at a company you might not otherwise be able to. This can be helpful in getting your dream job or simply getting experience in the field you’re interested in. Second, it allows you to show off your skills and work ethic without making a long-term commitment. Finally, it can give you a chance to try out a new job before deciding if it’s the right fit for you.
If you’re considering a temp-to-hire position, there are a few things you should do to make the most of it. First, research the company and position ahead of time so you know what to expect. Second, give it your all – remember, you never know where a temp-to-hire position might lead! Finally, be sure to stay in communication with your employer and provide feedback on your experience. By following these tips, you can make the most of your temp-to-hire position and set yourself up for success.
In conclusion, a temp-to-hire position is a type of arrangement where an employer is looking to fill the position on a temporary basis – usually for a period of three to six months. At the end of that period, if both the employer and employee are happy with the arrangement, the employer may then offer the employee a full-time, permanent position.
The post What is the Temp to Hire Meaning? appeared first on Maslow Media.
Learn how to make your next remote video production effort into a success, and how to make outdoor locations work for you.
Are we shifting back to all physical workspaces or will hybrid workplaces become permanent? Hear what our guest from JLL had to say during this episode of The Collaboration Space podcast.
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