Today’s companies are grappling with their needs of hiring a flexible workforce while remaining compliant with federal, state and local laws, therefore,

OUR MISSION is to establish Contingent Workforce Management Programs that minimize risks to eliminate the likelihood of fines, penalties, and other financial damages arising from Misclassification.

Misclassification occurs if an employer hires workers as independent contractors when, in reality, they are employees. While some employers unintentionally misclassify employees, others use this tactic to avoid compliance with:

  • unemployment insurance
  • worker’s compensation
  • social security
  • tax withholding
  • temporary disability
  • benefits – i.e. medical, paid time off, 401(k)
  • minimum wage and overtime laws

Two out of three US companies are currently employing contingent workers for a flexible workforce. The reasons for this common-place phenomenon are the pressing needs to fill temporary job openings for:

  • specialized projects
  • job vacancies
  • absent employees
  • seasonal or peak periods
  • other employee shortages

By the year 2020, it is predicted that 40% of the entire US workforce will be comprised of contingent workers, the likes of which are entrepreneurs, self-employed independent contractors, consultants, freelancers, etc.