Employers that care more about an end result than how it is achieved can avoid certain taxes, legal liabilities and administrative challenges by hiring independent contractors instead of employees. The risks of incorrectly classifying a worker as an independent contractor instead of an employee, though, have never been higher.
About This Category
Editor's Choice: HR guidance on legally classifying and managing independent contractors under federal tax and employment laws.
The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.
XpertHR is designed to work consistently across a range of browsers, including the latest Internet Explorer, Google Chrome, Firefox and Safari. XpertHR no longer supports Internet Explorer 6 or 7. Learn more.