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Businesses Can Engage Independent and Freelance Workers and Mitigate Compliance Risk—Here’s How

Businesses Can Engage Independent and Freelance Workers and Mitigate Compliance Risk. Here's How. Cover Image
Published:  August 20, 2015
Access Level:   Free
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Contingent workforce procurement practitioners have long discouraged the use of independent workers and freelancers as a way to avoid IC (independent contractor) risk due to IRS oversight/enforcement. Moreover, recent litigation and government guidelines and rulings on worker classification may heighten procurement's concerns about classification. At the same time, there is a significant trend of professional, skilled workers opting to work as independents, working for multiple companies and taking control over their work and career paths. In parallel, enterprises are facing severe skill/talent shortages and need to access that skilled talent opting to work independently. This may seem like a irresolvable contradiction — but it's not. By utilizing non-staffing compliance intermediaries that ensure a compliant relationship between an enterprise and independent workers, procurement can have its cake and eat it too. Independent workers can be engaged through cost-saving direct sourcing approaches, allowing businesses to gain access to this important talent population, with compliance risk mitigated.

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