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Independent Contractor Classification: What to Do and Not Do

 

Learn how to review your own practices when engaging Form 1099 independent contractors and gain tips on how to better control and diminish related risks.

Engaging workers to perform services but who are not classified as direct employees presents many risks to employers. Local, state and federal government agencies are cracking down on employers in the area of Form 1099 independent contractors. Employers must not only recognize the legal risks and potential liabilities associated with engaging the services of such workers, but need to be provided practical guidance and real-world tools in order to diminish these risks and liabilities. This topic, presented through examples of actual legal battles from across the United States, will provide attendees with insight into what to be aware of and tips on how to protect their respective organizations.

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Independent Contractor Classification: What to Do and Not Do

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Independent Contractor Classification: What to Do and Not Do

Faculty

Jeffrey A. Risch, Esq.

Jeffrey A. Risch, Esq.

SmithAmundsen LLC

  • Partner and chair of SmithAmundsen LLC’s Labor & Employment Practice Group, Chicago, Illinois
  • Practice emphasizes all aspects of management-side labor & employment, in both employment litigation and traditional labor matters
  • Experience representing employers in federal, state and administrative venues
  • Named to the 2010 Chicago Daily Law Bulletin’s 40 Under 40; Best Lawyers, 2020; and Illinois Super Lawyers, 2020
  • Chair, Employment Law & Litigation Committee – Illinois Chamber of Commerce
  • Chapter Labor Counsel for multiple trade and industry associations
  • Can be contacted at 630-587-7922 or [email protected]
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Independent Contractor Classification: What to Do and Not Do

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