to properly classify their employees while respecting the desire of workers to have work autonomy and individual entrepreneurialism. Moving forward, in order to avoid potential fines and penalties, employers should take time to examine their current worker classifications to ensure that their independent contractors satisfy the economic reality test by, for example, maintaining a file for each independent contractor that identifies the legal name and address of the independent contractor’s separate business entity, invoices for the work performed by that contractor, and all written contracts that describe the duties and services provided by that independent contractor.
Labor Relations
If you have any questions about the topics raised herein or about any other labor relations matter, please do not hesitate to contact the attorneys at Tobia & Lovelace Esqs., LLC at 973-746-6000 for further information.
50 Utility & Transportation Contractor | february| 2021
