Navigator Independent Contractor

Navigator Independent Contractor

Be Confident In Your Independent Contractor Classification

Independent contractor classification is perhaps the most difficult compliance issue that companies face today. With Congress, state legislators, federal and state agencies, unions, plaintiff’s attorneys and other groups all focused on regulating independent contracting, the legal updates and risks are seemingly endless.

Federal Laws vs. State Laws

Not only do different federal and state laws apply different tests for IC status, but also contractors may be subjected to three, four or even six different tests. Altogether, a single contractor's classification may consider wage-hour, unemployment, workers’ compensation, employment tax, safety and equal opportunity laws.  With more than 40% of the U.S. workforce expected to be comprised of independent contractors within the next few years, determining whether to engage talent on a 1099 or W2 basis has become a crucial decision that needs to be made confidently.

How Do I know If It's an Independent Contractor or an Employee?

Navigator IC helps you take the guesswork out of this complex decision in a matter of minutes. With compliance information from Littler, not only is this tool updated real-time, but you can also be confident that the results and guidance you receive are accurate.

This Easy-to-Use Solution Provides You With:

  • An easy-to-use questionnaire for inputting individual fact patterns

  • Risk assessments driven by expert analysis of applicable federal and state regulations and over 1,700 court cases

  • Instant, actionable guidance and a customized report on how to lower the risk of misclassification

  • A summary of applicable laws

  • A complete questionnaire transcript

Navigator Independent Contractor Program Guide Supports Proper Employee Classifcation

Frequently Asked Independent Contractor Questions

An independent contractor is a self-employed individual or organization contracted to perform work or provide services as a non-employee. Independent contractors are not covered by a majority of the same laws that are in place for the benefit of employees, such as wage-hour, leave requirements, unemployment benefits, and equal opportunity laws.

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