The 2024 DOL final rule on independent contractors

Misclassifying workers is one of the costliest mistakes in all of personnel management. Even as the cost of employing workers rises, facing an audit of workers you put on 1099 can mean an expensive payroll tax assessment – one that often ends in bankruptcy. Although the IRS has remained relatively consistent in their evaluation of working relationships, many states are forcing more and more workers to be put on payroll.

What makes an independent contractor? Most of the answer is in that title itself. In order to establish that a worker is not an employee, you must show independence in the working relationship.You must show that the worker is NOT economically dependent on you. That is, what factors (pay, tools and equipment, work hours, manner and means of performing services, etc,) does the worker have some or all control over? Then you need to consider the contract under which the worker and the business are bound by. Is there a risk of  loss to the worker? Which party is responsible for which expenses? Does the worker have obvious signs of being in business for him or herself? The more an independent contractor agreement looks like an employment agreement, the more likely you are misclassifying those workers.

The DOL in January 2024 issued there Final Rule on the matter of what makes an independent contractor. They dismissed the two main methods of determinations: The IRS’ common law 3 factor test; and many states’ ABC test. Instead, they are finalising their test that puts economic reliance and outword signs of being in business for oneself (main factors)  WITH other tests that can either support independence or employment. We will discuss the Final Rule in detail, so that you can evaluate you independent contractors for possible misclassification. You will also be able to effectively argue the topic with auditors, reviewers or courts.

So Join Mark in this important webinar for all hiring managers, as well as payroll and a/p personnel. With a few well-trained individuals in your company, you will gain peace of mind in your worker classification decisions. Take it from an ex-auditor – it is well worth the time and effort to properly conduct business with independent contracts as it is for your employees.

Session Highlights:

• Misclassification Facts – IRS estimates of lost revenue
• Who Cares? – Variety of agencies that audit for this and why
• THE DOL’s FINAL RULE.
• IRS 3 Part Test – the minimum standard for federal and state purposes
• IRS pub 1779VII. State Determinations – how they are being narrowed year by year
• Exposure. – How to determine your vulnerability to audit
• Procedures for ensuring proper classification – how to tighten up your company procedures
• Ancillary Issues
• Electronic Filing and TIN matching
• Backup Withholding
• Current Cases

Why you Should Attend:

• Know and apply the factors that determine an employment vs independent contractor relationship
• Know how the states can and do differ from the IRS and other federal guidelines
• Correctly categorize all workers as either an independent contractor or employee
• Effectively argue your position if questioned about a worker’s status
• Know about and avoid the penalties for misclassification.
• Document the reasons for your decision
• Train your hiring, payroll and HR workforce on this matter

Who Should Attend:

• Payroll and HR managers and staff
• Hiring personnel
• Internal and External Audit personnel
• A/P managers and staff
• Personnel executives