Your top employee or best manager just walked into your office holding that dreaded piece of paper. You know, the one with the words “thank you for this great opportunity, I respectfully resign my position” typed neatly on it. As you read it, your mind starts brainstorming “what can I do to get them to stay?!” You can’t lose them, they’re the best of the best. You’ll never be able to find someone with their skill set and knowledge of the organization. You’ll spend months training their replacement just to get them up to speed. You’ve invested so much into
In fifteen years as an HR practitioner, there’s one question I can probably pinpoint as the most asked question I have gotten over the years. “Why can’t I just classify them as an independent contractor?” It’s estimated that by 2020 40% of the US workforce will be freelancers or temp employees, up from 30% in 2006. With that number growing, it’s even more important for organizations to understand the independent contractor classification and when it can be used. The penalties for misclassifying employees as independent contractors can include back payment of taxes, interest owed to employees for wages not paid,