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Whether you're bringing on a single contractor or manage an ongoing and large contingent workforce, our dedicated team of payroll experts will ensure that the process is smooth and seamless. Our staff will make certain that all the details of enrollment, taxes, compliance, reporting, and getting paid on time are handled efficiently and with personalized service.
 
1099 Compliance - A Message to Employers
 
Your success as an employer depends on the contributions of many people. As a company pursues its financial, product and service goals, you may rely on the use of independent contractors.

Within the US, a non-employee workforce requires special attention. Legally, these workers are required to be treated differently than regular employees. Yet, as a practical matter, contractors and temporaries are often key members of the team, valued and involved as the other workers who are direct employees of the employer.

Many companies have increased their use of independent contractors. This trend has caught the attention of the IRS. The IRS has a legal definition of an independent contractor, and if workers don't meet that definition, they may be considered by law to be employees. At that point, the IRS can fine an employer in addition to collecting for back taxes and withholdings that should have been paid. The IRS can require an employer to pay those fines even if the contractors have paid all their taxes.

Additionally, employers need to be sure that they are protected against loss, injury and or damages caused by or related to their temporary help, so you want to make sure that the appropriate insurances are carried by the employer or independent contractor.

To help you understand your responsibilities in this area, we have prepared a guide to clarify what the employer's obligations are and to assist you in the management of independent contractors.