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Our most popular posts of 2019 — to help you make the most of your new year

CMMA Blog

As we find ourselves squarely into first week of the new year, let’s not forget about some of 2018’s most popular posts. We covered everything from how to eat like an adult human (even when you’re working like a dog) to the ever-present discussions around worker classification . Dynamex Decision, anyone?

Here are 5 of 2018’s most popular posts

When an independent contractor becomes an employee: A chain of events

Pumpkin spiced lattes! Babies! Generation Z (move over, Millennials)! What do they all have in common? They’re a constant reminder that there’s nothing so constant as change. With its ever-narrowing definition of an independent contractor, California is embarking on the real-time evolution of the gig economy. Here’s the chain of events a company and its workers might go through in response to such changes. Read more .

3 common freelancing myths, plus the truth (can you handle it?)

To overworked, underappreciated 9-5ers, freelancing may seem like the holy grail. But going out on your own isn’t just a world of free-flowing creative juices, coffee breaks, and wads of money. Freelancing can make you feel just as burnt out and unstimulated as whatever made you take a hike from your previous gig in the first place.

Here are 3 common freelancing myths–plus ways to make the road less traveled work for you. Read more .

Who’s FICA? Why’s he getting all my money?

Today, we’re going to dive into the light, easy, totally uncontroversial world of taxes. As in, “Who’s FICA? Why’s he getting all my money?”

About once a week, the PayReel office phone rings with someone on the other end of the line referring to the Federal Insurance Contributions Act (FICA) with exactly the same tone you’d expect with a four letter word. We understand. Read more .

5 skills that will make any freelancer ultra-hirable and profitable

Freelancing is a balls to the wall, pride-swallowing siege and these days, it seems everyone is fighting it out for business. How do you make that business yours? One way is to solve the problems clients have (the ones they called you about) and then go even further by solving the ones they haven’t even thought about yet. That’s when you become an advisor clients can’t live without rather than a freelancer they can replace tomorrow.

Every freelancer should seek to be as hirable and desirable as possible in today’s competitive marketplace. Here are 5 of the most coveted skills as well as where you can hone them for free/next to free. Read more .

How have “work relationships” changed as offices become obsolete?

Gone are the days when “work relationships” are made up of people we see on a regular basis. We can literally have an entire functioning relationship without ever seeing a person or even hearing their voice. Talk about an evolution from the days when sharing an office building was a prerequisite. Here are some of the biggest ways work relationships have changed with the evolving workplace. Read more .

Onward!

With rulings like the Dynamex decision changing the way businesses operate and the digital workspace becoming more common, we are in the middle of one of the biggest evolutions in the modern economy. We will be keeping an eye on the quickly-evolving business dynamics of the 21st century. The one thing we can always be sure of is that change is around every corner.

About PayReel:

At PayReel , we minimize the time and effort it takes to get you ready for your project. Rely on PayReel to assume all of the risk associated with worker classification and get back to the business at hand. We make sure everyone gets paid quickly and easily and have Client Relationship Managers on call around the clock to answer your questions. All you have to do is call 303-526-4900 or email us. The PayReel team makes live event, corporate media, and brand management payroll easier, faster, and seamless.

The post Our most popular posts of 2019 — to help you make the most of your new year appeared first on PayReel .

To view our Partner blog, click here

3 reasons you can’t afford to ignore worker classification rules

CMMA Blog

With its settlement just this week, General Assembly is the latest to make news on the worker classification issue . Companies aren’t the only ones paying attention. The Internal Revenue Service (IRS) and Department of Labor (DOL) have enough skin in the game to keep a close eye on the subject, too. When those two pay close attention to something, it behooves all companies to do the same or risk costly, damaging, and time-consuming consequences.

Here are 3 reasons you can’t ignore worker classification rules:

1.   The government isn’t

For years, the IRS and DOL had bigger fish to fry. Lax regulations essentially led to a jaywalker’s attitude among businesses. The thought being that it’s okay to ignore the unnecessarily-restrictive law as long as you look both ways. As the economic landscape shifts and independent contractors rise in prevalence, the financial stakes and potential for missed revenue get higher. In response, government agencies have been ramping up their focus on the subject and the debate on how to define an employee rages on.

The IRS and DOL are not alone. States are joining the fray, attempting to crack down on misclassification , too.

2.   Consequences are expensive

There’s big money at stake. In addition to potential for paying back pay and benefits,you’re looking at a per employee fine and potential legal fees, too. General Assembly’s one million dollar settlement is small potatoes. Look a little further back and you’ll find that FedEx shelled out $228 million in a misclassification case. Then there’s well-known Microsoft example, in which $97 million  was paid out plus millions in legal fees in a benefits dispute with its long-term temps. And of course there’s Uber which lost a dispute over whether drivers were independent contractors (as Uber said) or employees (as the law determined ).

Just when you thought government scrutiny was driving you crazy enough, here come the lawyers. Where the money goes, they follow. There’s big money in class action lawsuits seeking unpaid benefits, expenses and overtime for workers who can make a case they should’ve been treated as employees.

3.   “We didn’t mean to” doesn’t hold up in court

When you knowingly misclassify employees as independent contractors, it’s called wage theft. When you do it accidentally, it’s called wage theft.

Yes, the rules are confusing. Like many things government, oh what a tangled web the federal and state laws weave. Some laws are interpreted differently from state to state and some tests used to determine status are subjective. But the rules , straight from the horse’s mouth, is a good place to start.

Bottom line

In addition to the financial burdens and time-sucking nature of it all, your credibility is on the line. Getting audited is a PR nightmare and depending on the industry or nature of the company’s business, the press would love to expose a company’s misclassification and actual or perceived abuse of labor laws.

Getting the government, lawyers, and media on your case is a guaranteed trifecta of pain. It can be overwhelming, but even the DOL and IRS recognize independent contractors can be a legitimate part of a business plan and are an important part of our economy. The best way to stay in the clear is to stay in the know. So get smart and there’s no need to burn your W9s and run for the hills.

Need more?

Take our five-minute classification self-audit and review our compliance best practices .

About PayReel:

At PayReel , we minimize the time and effort it takes to get you ready for your project. Rely on PayReel to assume all of the risk associated with worker classification and get back to the business at hand. We make sure you get paid quick and easy, and have Client Relationship Managers on call around the clock to answer your questions. All you have to do is call 303-526-4900 or email us. The PayReel team makes event payroll easier, faster, and seamless.

The post 3 reasons you can’t afford to ignore worker classification rules appeared first on PayReel .

To view our Partner blog, click here

Worker safety resources for wild weather

CMMA Blog

What does it mean to do right by your workers with weather that’s getting wilder by the day? I’ll tell you what it doesn’t mean: waiting until someone has a heat stroke to think about worker safety. As we head into August — historically one of the hottest months of the year in much of the U.S. — it’s a good time to talk about workplace safety. Protecting workers, especially those who spend extended time outdoors, requires a little extra forethought and attention. By taking some precautions against heat-related issues, businesses can lower safety risks and prevent fines and lawsuits, too.

Worker Safety in Extreme Heat

Staying compliant with OSHA’s guidelines on Occupational Heat Exposure prevents workers from getting heat related illness. It also prevents them from missing work and you from getting fined. Keep everyone safe so neither you nor your employees end up paying the price.

  1. Provide water, rest, and shade: It’s easy to get into a project and forget about the time. Sometimes proactive measures like mandatory breaks with plenty of hydration will remind people to take care of themselves in the heat.
  2. Recognize the signs: Managers should be on high alert for symptoms of heat exhaustion. According to the Occupational Safety and Hazard Administration (OSHA), “Persons suffering from heat exhaustion might have cool, moist skin; sweat heavily; or complain of headache, nausea or lightheadedness.”
  3. Download the app: At different temperatures and conditions, different measures are appropriate. The U.S. Department of Labor makes it as easy as possible to monitor the heat index as well as its associated risks with its heat safety app . You can also schedule reminders for water breaks and more with a few taps.

General Emergency Preparedness

Heat isn’t the only hazard workers may face. OSHA’s website provides resources for winter weather and just about every situation here . Preventative measures for upcoming cold weather and other inclement weather issues is a worthwhile investment. OSHA offers free on-site consultations to help diligent employers eliminate any problems up front. Contact them at 1-800-321-OSHA for more information.

Bottom line

It’s not just about staying compliant with the letter of the law, but about understanding and staying true to the spirit behind it. Even if you can push temporary employees a little further to get the job done faster, it’s worth going above and beyond to provide a safe environment.

About PayReel

At PayReel , we minimize the time and effort it takes to get you ready for your project, make sure you get paid quick and easy, and have Client Relationship Managers on call around the clock to answer your questions. All you have to do is call 303-526-4900 or email us. The PayReel team makes event payroll easier, faster, and seamless.

The next time you work an event or a production, tell your supervisor you love working with the PayReel team .

The post Worker safety resources for wild weather appeared first on PayReel .

To view our Partner blog, click here

GDPR, Marketing and the Shift to a Privacy-Centric World

CMMA Blog

It’s been a little over a month since the European Union’s General Data Protection Regulation, or GDPR, became law. The statute, taking effect on May 25, 2018, launched a slew of privacy update emails and last-minute data wrangling efforts from various companies across the globe. It has since inspired similar regulations, most recently California’s California Consumer Privacy Act of 2018 (AB 375) . Additional regulations, originating from different countries or states, could be on the way.

Why all the hubbub?

There are a few reasons why GDPR inspired so much scrambling and continues to do so after its implementation. First, it affects companies on a global scale. Second, it shifts an organization’s control over collected data from companies to individuals. Third, organizations can only collect data on an individual if they actively ask the individual for consent or if that individual has a legitimate interest in that company’s dealings.

Not only that, but organizations also need to clearly explain why they are collecting data and what for. Companies will need to demonstrate they can easily delete collected data if either A). an individual requests it or B). if the data is no longer relevant to the reasons it was initially collected in the first place. Data cannot be kept indefinitely for no particular reason.

The central issue, and why this regulation impacts companies across the globe, is that it regulates any data belonging to any E.U. citizen, regardless of where that data, or the company using that data, resides. If, for example, a company hosts an E.U. citizen’s data in Canada, that company still needs to comply with GDPR or risk up to 4 percent of its global revenue.

So, yeah — GDPR is a big deal. And both companies and governments are still trying to wrestle with both its implications and its enforcement.

Ultimately, though, GDPR is good , even if it’s still unclear to many. It empowers individuals to control their data and gives companies the scaffolding they need to shift their marketing and data retention policies to focus on individuals who are actively interested in what a company has to offer. Think of GDPR — and similar legislation — as an opportunity to both better organize your data and shorten your marketing funnel by engaging with folks who are genuinely interested in your business. It’s an invitation to stop interrupting and start engaging by putting your audience’s interests first.

To help you on your journey, we’re putting together a GDPR webinar. We’ll give you the low-down on the new law and how webinars can act as a powerful tool to help you stay in compliance and generate better pipeline. If you’re in the European market, join us on July 12 at 11 a.m. BST. If you’re in the United States, join us on July 17, at 11 a.m. PST (2 p.m. EST) to get a better understanding of what GDPR means for you and how you can use webinars to get ahead of privacy regulations.

The post GDPR, Marketing and the Shift to a Privacy-Centric World appeared first on ON24 .

To view our Partner blog, click here

The gig economy: What California’s ruling means for business

CMMA Blog

Gray areas: the stuff of messy legal battles, public relations disasters, and HR headaches. Among the grayest of the gray is worker classification. While it isn’t a new topic, the gig economy is forcing the worker classification debate to a head, leaving the task of finding clarity to the courts. The latest ruling to make headlines continues to rein in the definition of an employee versus an independent contract. At its most basic, the decision means that it’s now harder to classify workers as independent contractors rather than employees.

1. What are the ruling’s implications?

The definition of independent contractors or employees affects all companies—big and small, gig-economy based or not. Independent contractors are not subject to the same compensation and benefit requirements that employees are. It’s less expensive to engage independent contractors, who are not subject to minimum-wage and overtime laws and are also responsible for their own insurance and payroll taxes. According to this article , the ruling did away with the previous test for determining a worker’s category and replaced it with one in which “the worker is considered an employee if he or she performs a job that is part of the “usual course” of the company’s business.”

According to the same article, the ruling also determined that, “a company must show that it does not control and direct the worker, and that the worker is truly an independent business operator, not just classified that way unilaterally.” So businesses can’t just call someone an IC because it’s convenient for their bottom line.

2. What can companies do to prevent worker classification problems?

That I can answer in one word: systems!

The rules for setting up an independent contractor aren’t always easy to interpret. As demonstrated by this and many other rulings, it’s also ever-changing. In fact, we dedicated a whole section of our website to risk compliance , including this 5-minute worker classification self audit to help you understand the law and avoid costly fines. Fuzzy terms are the kiss of death in all things legal. Having a secure classification partner / system in place is the best antidote to the fuzz.

In addition to setting up independent contractors correctly, having an airtight system in place for consistently payrolling all of those contractors also protects against future headaches.

The bottom line

Confusion over worker classification and inconsistent payment practices can lead to fines, lawsuits, and unhappy workers or customers—all of which are damaging to business. With proper compliance securities in place, businesses rise above the gray fuzz and find a clear path. Rulings like these aren’t made for the businesses who are already operating above board. They’re made for the ones that are either willfully or ignorantly pushing the envelope. Any way you slice it, making sure you get worker classification right up front is worth the investment.

 

About PayReel

At PayReel , we minimize the time and effort it takes to get you ready for your project, make sure you get paid quick and easy, and have Client Relationship Managers on call around the clock to answer your questions. All you have to do is call 303-526-4900 or email us. The PayReel team makes event payroll easier, faster, and seamless.

The next time you work an event or a production, tell your supervisor you love working with the PayReel team .

 

The post The gig economy: What California’s ruling means for business appeared first on PayReel .

To view our Partner blog, click here