Personalized For Your Business & Industry
Make sure your independent contractors aren’t in fact employees.
There are many advantages of hiring contingent workers rather than full-time employees. But, one of the big disadvantages is the liability. You classify a freelancer as an independent contractor. But the State or Federal Government tells you they are an employee.
This one mistake can be very costly. We keep you safe and ensure you’re audit proof. We protect you with correct classification and documentation. We also verify credentials and references, so you don’t have to.
Without IC compliance services to eliminate risk, one innocent mistake can cost employers millions in penalties and back paid taxes, wages, and insurances. For example, do you have the in-depth knowledge to accurately evaluate whether a contractor meets 1099 guidelines? Most companies simply don’t have the time, due diligence or HR expertise to answer that and other critical questions – posing a level of risk most employers simply can’t assume.
Turn to EazeeStaffing Independent Contractor Compliance solutions. We offer our clients an in-depth service that covers it all – and helps you breathe easier when it comes to hiring 1099 contract workers