[On-Demand] 2-Hour Independent Contractors Compliance Certificate Program

Continuing Education Credits:

• HRCI – 2 HR (General) Credits
• SHRM – 2 PDC’s

Program Overview 

Attending the Independent Contractors Compliance Certificate Program is crucial for HR professionals, managers, and supervisors to ensure their organizations remain compliant with evolving labor laws and regulations. The shift from the IRS 20-Factor Test to the new 3-Factor Test underscores the need for up-to-date knowledge in worker classification. Understanding these changes is vital to avoid costly penalties and legal repercussions associated with misclassification. This program offers a comprehensive overview of the criteria used to distinguish between employees and independent contractors, providing participants with the necessary tools to make informed decisions.

The training also delves into best practices for hiring, onboarding, and managing independent contractors, which are essential skills for anyone involved in workforce management. With the rise of the gig economy and increasing reliance on flexible work arrangements, it is imperative to understand how to integrate independent contractors into the workplace effectively. Topics such as performance management, contractual agreements, and using technology to manage contractors will equip attendees with practical strategies to maintain a productive and compliant work environment.

Furthermore, staying updated with legislative changes and understanding industry-specific considerations are key components of this training. HR professionals and managers will benefit from learning about global perspectives and future trends in independent contractor management. This knowledge not only helps in mitigating risks but also in leveraging the advantages of a diverse and flexible workforce. The program’s comprehensive approach ensures that attendees are well-prepared to handle the complexities of independent contractor compliance, ultimately contributing to their organization’s success.

Program Features 

• Expert trainer with extensive HR experience and legal expertise
• Comprehensive coverage of essential HR topics and legal compliance requirements
• Pre- and post-test to assess learning outcomes and measure program effectiveness
• Certificate of completion upon successful program completion

Why Attend This Training Program 

• Comprehensive Understanding of Independent Contractor Compliance: Gain a thorough understanding of the new 3-Factor Test for classifying independent contractors, replacing the outdated IRS 20-Factor Test.
• Risk Management and Legal Safeguards: Identify the benefits and risks associated with using independent contractors, helping your organization mitigate potential legal and financial consequences.
• Enhanced Hiring and Management Practices: Develop best practices for hiring, onboarding, and managing independent contractors, ensuring a seamless and compliant integration into your workforce.
• Practical Tools and Technologies: Discover the latest tools and technologies available to efficiently manage independent contractors, enhancing your operational capabilities.
• Future-Proofing Your Organization: Stay updated with ongoing legislative changes and industry-specific considerations, ensuring your organization adapts to evolving compliance requirements.

Topics Covered 

• Overview of Independent Contractor Status
• Legal Foundations and Regulations
• Benefits and Risks of Using Independent Contractors
• Criteria for Classification
• Transition from IRS 20-Factor Test to 3-Factor Test
• Understanding the 3-Factor Test
• Contractual Agreements
• Compliance with Tax Laws
• Worker Classification Audits
• Penalties and Consequences of Misclassification
• Hiring and Onboarding Independent Contractors
• Performance Management and Evaluation
• Integrating Contractors into the Workforce
• Technology and Tools for Managing Contractors
• Case Studies and Real-World Examples
• Staying Updated with Legislative Changes
• Industry-Specific Considerations
• Global Perspectives on Independent Contractors
• Developing a Compliance Checklist
• Continuous Professional Development

Target Audience 

• Current HR Directors: Professionals already holding HR Director positions seeking to update their skills and stay abreast of the latest trends and practices in the field.
• Senior HR Managers: Experienced HR Managers looking to take the next step in their careers and prepare for roles at the director level.
• Aspiring HR Leaders: Individuals aiming to transition into senior HR roles, such as HR Directors or Vice Presidents of HR, and seeking the necessary skills and credentials.
• HR Business Partners: HR professionals who work closely with senior management and need to understand strategic HR management at a higher level.
• Talent Development Managers: Those responsible for employee development and succession planning who are looking to expand their strategic HR capabilities.
• Organizational Development Professionals: Individuals focused on organizational change and development, looking to enhance their understanding of strategic HR’s role in these processes.
• HR Consultants and Advisors: Independent consultants and advisors who provide strategic HR guidance to organizations and need to stay current with industry best practices.
• Small Business Owners/CEOs: Leaders of small to medium-sized businesses who often take on HR responsibilities and need a deeper understanding of strategic HR management.
• HR Professionals in Transition: Individuals between roles or looking to shift their career path within HR, aiming to increase their marketability and job prospects.
• HR Academics and Educators: Educators and researchers in the field of human resources or related fields looking to update their knowledge and incorporate current practices into their teaching and research.
• Non-HR Executives: Executives from other departments who collaborate closely with HR and need to understand the strategic importance and functions of HR within an organization.
• Payroll Managers: Professionals responsible for managing payroll processes and ensuring compliance with employment laws and regulations.
• Compliance Officers: Individuals tasked with ensuring that their organization adheres to internal policies and regulatory requirements.
• Legal Advisors: Lawyers and legal consultants specializing in employment law who need to stay updated on independent contractor regulations.
• Recruitment Managers: Professionals overseeing the recruitment process and looking to understand the nuances of hiring independent contractors.
• Employee Relations Specialists: HR professionals focused on maintaining positive relationships between the company and its employees, including independent contractors.
• Compensation and Benefits Managers: Managers responsible for designing and managing compensation and benefits programs for both employees and contractors.
• HR Technology Specialists: Individuals who manage HR technology systems and need to understand the tools available for managing independent contractors.
• Workforce Planning Analysts: Professionals involved in strategic planning for workforce needs, including the use of independent contractors.
• Training and Development Coordinators: HR professionals responsible for training and development programs who need to include independent contractors in their strategies.