The National Labor Relations Board (“Board”) recently created another potential pitfall for employers who misclassify employees as independent contractors. Most employers know that, if they misclassify an employee as an independent contractor, they may be subjected to fines, penalties and other types of liability. Such employers also can be sued by the misclassified employee and potentially liable for unpaid overtime wages (among other things). Additionally, taxing authorities may seek from the employer withholdings that should have been, but were not, applied.
To read the rest of this blog, visit the HRUSA blog at http://blog.hrusa.com/blog/more-pitfalls-for-misclassifying-employees/.
To read more blogs from our Labor & Employment practice group, visit the L&E Law blog at http://www.thelelawblog.com/.