Not a Member? Get access to HR news and resources that you can trust.
We asked HR professionals to tell us about their time in HR. Here are their stories.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Instructor-led guidance for your SHRM-CP/SHRM-SCP exam, no travel or time out of the office required.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
For Immediate Release
(Alexandria, VA, July 25, 2007)—Society for Human Resource Management (SHRM) member and employment law attorney Christine Walters testified yesterday before the House Education and Labor Committee to stress the need for agency clarification and guidance to assist employers in classifying workers as employees or independent contractors.
"Every new working relationship brings with it the challenge of asking the right questions to ensure the employment situation is being properly classified as an employee or non-employee worker," said Walters. "In my experience, employers do on occasion unwittingly, misclassify employees as independent contractors," she said.
Walter's testimony highlighted a confusing regulatory environment fostered by multiple agency and statutory jurisdiction over the classification of a worker as an independent contractor.
During the hearing, "Misclassification of Workers as Independent Contractors: What Policies and Practices Best Protect Workers?," Walters highlighted a 21
st century workforce landscape of part-time employment, flex-time and telecommuting schedules, leased employees, direct-hire employees, agency temporaries, per diem workers, and independent contractors.
"Joint guidance from the various agencies on the classification of employees would greatly assist employers in complying with the law," she said. "Secondly, increased and targeted education should be combined with increased and targeted enforcement."
The many statutory jurisdictions that cover classification of independent contractors include the Family and Medical Leave Act, the Americans with Disabilities Act, the Internal Revenue Code, the Fair Labor Standards Act, the National Labor Relations Act, and individual state-by-state unemployment insurance codes.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Become a SHRM Member
SHRM’s HR Vendor Directory contains over 3,200 companies