Let us reduce your risk
Simply calling someone an independent contractor does not protect you from the rules and regulations under standard US Labor Law. The IRS and state governments have specific guidelines. Historically, the determination of who was an employee versus an independent contractor revolved around 20 questions the IRS utilized in making that decision.
Today, it is more about daily work, control, and payment among other factors. Developing programs that keep companies compliant is more complex than ever. We have processes in place to assure that independent contractors are properly classified and that the employer is protected from the risk and liability if the IRS determines otherwise allowing employers to obtain that much needed talent with a piece of mind not possible without a thorough analysis.
Whether a company makes that determination to independently utilize pre-identified or recruited resources or engages us to assist in that determination, IPM is there to minimize risk for employers while supporting a stable contingent workforce for the employer. No company that provides contingent labor or payrolling services should be giving you advice on what is essential a legal determination, but what we CAN do is provide you with guidelines and information asking the right questions that will help a company make that decision. If need be we can make a referral to competent legal counsel.
IPM works through VMSs and MSPs to provide our “5-Star White Glove” services for contingent labor to not only the ultimate end-client, but also the MSP/VMS and the individual worker.