Engaging workers to perform services but who are not classified as direct employees presents many risks to employers.

Local, state and federal government agencies are cracking down on employers in the area of 1099/independent contractors, unpaid interns and leased employees. Employers must not only recognize the legal risks and potential liabilities associated with engaging the services of such workers, but need to be provided practical guidance and real-world tools in order to diminish these risks and liabilities.

This information, presented through examples of actual legal battles from across the United States, will provide insight into what to be aware of and tips on how to protect their respective organizations.What You'll Learn:Independent Contractor Defined

• The Common-Law Test
  
• The IRS 20-Factor Test
  
• The Notorious ABC Test
  
• Other Tests - Including the Economic Realities Test

Interns vs. Employees - Distinguished

Leased Employees Defined

Interaction with Substantive Areas of Law - a Comprehensive Overview

• Unemployment Compensation
  
• Workers' Compensation
  
• Negligence and Tort Law
  
• Labor Relations/NLRA
  
• Discrimination
  
• Employee Benefits
  
• Wage and Hour Concerns
  
• Safety and Health
  
• Federal Tax Issues

Consequences of Misclassification and Joint Employer Liabilities

Tips on How to Create and Strengthen Independent Contractor Status, Manage Interns and Control Leased Employees