Description
SHRM & HRCI Approved Webinar | CEUs = 1.5 Credit Hours
Overview:
The U.S. Department of Labor (DOL) has announced it will not apply the 2024 independent contractor rule, which narrowed the scope of independent contractor classification, in its enforcement of the Fair Labor Standards Act (FLSA). While the announcement will make it easier for employers to classify workers as independent contractors, the 2024 rule remains intact for purposes of private litigation.
Employers also should audit anyone who is getting a 1099 Form and Re-evaluate their status under the guidelines just readopted by the DOL. HR professionals should focus on accurate classification of workers under specific tests that are applicable in the jurisdiction in which the worker performs services.
Correctly paying overtime is a daunting task. Unfortunately, hardly anyone gets it right – the Department of Labor estimates that approximately 85% of employers are out of compliance. Employers not only have to worry about the Department of Labor but the private bar as well.
What will you learn:
- What new (or old) criteria is the DOL now using to determine worker status
- Latest DOL updates on Independent Contractor Classification and FLSA Overtime Rules
- What classifications of workers are permitted under IRS Rules
- What is the common law rule and how is it used to determine worker status
- What are the three factors the IRS uses to determine worker status and how to apply them correctly
- How the FLSA rules differ from the IRS rules and why you must follow both even as the FLSA regulations are being updated in 2025
- How does the state trump both the IRS and the FLSA on determining independent contractor status with the ABC test for SUI
- What are the latest agreements or programs being used by the IRS, DOL and the states to “find” misclassified employees
- Using the Form SS-8 to your advantage to determine worker status
- Who gets a W-2 and who gets a 1099 and why should it never be the same worker
- Find out how easily a 1099 audit can be triggered and why the chances of getting one are on the rise
- What are the penalties for misclassifying an employee as an independent contractor and who assesses them. It is not just the IRS you have to worry about.
- You found out you have a misclassified employee—now what?
Why you should Attend:
Misclassifying employees and independent contractors are getting costlier by the day. With federal and state agencies joining forces to combat misclassification, fines and penalties have skyrocketed. And every day the misclassification continues the penalties mount up and up until this ticking time bomb finally explodes!
Find out how to defuse that ticking bomb by joining renowned payroll expert Vicki M. Lambert, CPP for this information packed webinar! This webinar examines what the requirements are to correctly classify a worker as an independent contractor and also the requirements for when a worker must be classified as an employee.
Who should Attend:
- Payroll Executives/Managers/Administrators/Professionals/Practitioners/Entry Level Personnel
- Human Resources Executives/Managers/Administrators
- Accounting Personnel
- Business Owners/Executive Officers/Operations and Departmental Managers
- Lawmakers
- Attorneys/Legal Professionals
- Any individual or entity that must deal with the complexities and requirements of Payroll compliance issues
