The U.S. Department of Labor and state labor agencies are getting tough on employers that misclassify employees as independent contractors. To help employers sidestep some common errors on this issue, the DOL has published a revised fact sheet on classification under the.
Two key points: Having a written agreement in which the person agrees to work as an independent contractor doesn’t automatically make the person a legitimate independent contractor. The decision is made by looking at the actual duties performed (not the person’s title).
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