Don Henley used to hurry a lot, he used to worry a lot, he used to stay out till the break of day.
But you don’t need to carry on that way. — at least when it comes to reducing your company’s risk of independent contractor misclassification. Here are four steps you can take that will proactively reduce risk, in the long run:
1. Review & Modify Actual Practices
Courts answer the question of Who Is My Employee? By reviewing the actual facts, not what the parties intend or what the contract says. Make sure the facts on the ground are consistent with economic independence of the contractor and a lack of control by the hiring party. Change the facts when you can.
2.Create a Vendor Qualification Questionnaire
Require vendors to make a set of written representations that support their status as independent contractors. Then rely on this set of representations when deciding whether to retain each contractor. These representations also help to pin down a contractor who later claims to be an employee.
3.Create a Gatekeeper Process
Sometimes contractors are retained by operations people who don’t know the first thing about misclassification and related legal risks. A gatekeeper process requires all retentions of independent contractors to flow through a designated person who can issue-spot and evaluate whether the proposed retention is consistent with independent contractor status. The gatekeeper has the discretion to approve or deny requests to retain a contractor.
4.Draft Customized Contracts
Any independent contractor agreement you find on the internet is pure garbage. Contracts should be customized:
- To memorialize the specific facts that support independent contractor status in the relationship
- To prohibit the exercise of control by the hiring party over various aspects of the relationship
- To impose indemnity obligations and insurance requirements, and
- To make it more difficult for a contractor to challenge the independent contractor classification
Taking proactive steps like these can help you to answer this question in the affirmative, when facing an independent contractor classification challenge: Who is gonna make it? We’ll find out, in the long run.
© 2024 Todd Lebowitz, posted on WhoIsMyEmployee.com, Exploring Issues of Independent Contractor Misclassification and Joint Employment. All rights reserved.
