All too often business owners and leaders arbitrarily assign the employment status based on desire rather than objective rationale.  This could be a costly compliance error....find out how you stack up!
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Human Resources compliance is becoming increasingly more complex.  Staff prepared to handle the documentation and analysis of information to determine compliance is often challenging at best.  Assistance with this process is at your fingertips.  Whether you choose to manage your own HR functions, seek assistance and/or utilize extensive HR expertise outside of your organization, JBM has the solutions to assist.

Even the most "seasoned" HR professionals need help at staying current and keeping up with "best practices". That's where JBM comes as a strong support!  Find out how well you are in compliance by taking this quick and informative HR Assessment. The results will help you quickly identify where you need to focus your HR efforts.

JBM offers that personal touch through both in person and online consulting on a regular basis to 'Partners"...see how this works by clicking below:

Become an HR Partner and receive the information you need to be in full HR Compliance.


Finding the best tools to manage your HR compliance is more than half the battle.  JBM has made this easy and affordable for you through a comprehensive, best practices website, click below:
HR Websource.com 
INDEPENDENT CONTRACTOR OR EMPLOYEE?

Department of Labor, Fair Labor Standards Act is monitoring this closely!

Generally the "lack of control" an employer has over one's employment, profitability and schedule is one indicator that the service may in fact be under the independent contractor classification but it gets more complicated than that...

There are essentially six factors that must be considered when classifying positions:
  • The extent to which the work performed is a key part of the employer's business
  • The worker's opportunity for profit or loss depending on their managerial role
  • The extent of investments of the employer and worker, basically the worker has a minor investment compared to the employer overall business
  • Whether the work performed requires special skill
  • Permanency of the relationships
  • Degree of control exercised or retained by the employer over the worker

All analysis must clearly illustrate that the independent contractor is truly in business for him/herself.  Keep in mind, most situations end up resulting in the worker being more an employee than an independent contractor.   

 

Take the time to examine your positions and worker classifications! 

 

Learn more by clicking here


It takes time and expertise to handle HR issues appropriately.  Not tending to this critical piece of your business could cost you in many ways.  Seek help!
Warmest regards,



Jeannine Brown Miller, MA, SPHR President, HR/OD Consultant
JBM HR Consulting Inc.
    
JBM HR Consulting Inc.
716-946-8381
jbm@jbmconsultingonline.com
http://www.jbmconsultingonline.net/