Introduction When outsourcing work, it’s important that the worker is classified as an independent contractor and not an employee because the latter makes the employer liable for employee’s benefits, worker’s compensation insurance, taxes, vacation pay, etc. Generally, the more control the hiring party has over the worker, the higher likelihood such worker will be considered an employee. Read more on…
Read MoreIntroduction Overtime exemptions play a significant role in determining employees’ compensation and rights in the United States. Both federal and state labor laws, such as the Fair Labor Standards Act (FLSA) and California labor laws, govern these exemptions. A key aspect of these regulations is the classification of employees as…
Read MoreDescription The contract is an employment agreement between the Company and the Employee. It includes a pay and commission structure where the Employee will receive a monthly fee and a commission of sales made by the Employee, with the possibility for the Company to select different commission options at 12,…
Read MoreProblem: Best IP protection available makes your outsourcer your employee Naturally, when you pay somebody to create any IP for you (software code, articles), you then want to own that IP but without having your independent contractors magically reclassified as your “employees.” Designating outsourcer’s work product as “work for hire” (WFH) gives…
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