Reprinted with permission from Labor & Employment Law News, a publication of the Atlanta Bar Association

Properly utilized, independent contractors can provide companies with a flexible and cost-effective method for dealing with the ebb and flow of production requirements. Employers may engage contractors to accomplish discrete goals without the administrative burden and expense of providing employee benefits, withholding payroll taxes, or worrying about whether there is enough work to justify a permanent hire. The risk of misclassification has always existed, but misclassification cases have not always appeared to be a top enforcement priority.

Click here to read full article.

Logo Downloads