Consultant & Independent Contractor Agreements
Nonfiction, Reference & Language, Law, Reference, Business & Finance, Career Planning & Job Hunting, Consulting, Small Business
| Author: | Stephen Fishman, J.D. | ISBN: | 9781413324372 |
| Publisher: | NOLO | Publication: | September 12, 2017 |
| Imprint: | NOLO | Language: | English |
| Author: | Stephen Fishman, J.D. |
| ISBN: | 9781413324372 |
| Publisher: | NOLO |
| Publication: | September 12, 2017 |
| Imprint: | NOLO |
| Language: | English |
AUDIENCE FOR BOOK: • Freelancers • Consultants • Self-employed individuals • Businesses that hire independent contractors REASONS TO BUY THIS NEW EDITION: • According to the US Census Bureau, in 2015, more than 15.4 million U.S. workers were self-employed. • With the rise of the gig economy and alternative work arrangements, independent contractor arrangements are more common than ever before. • This book provides ready-to-use contracts for consultants and the businesses that hire them¬¬—including specialized versions for software consulting, construction, sales, household services, and gig economy jobs. • Contracts are designed to prove to the IRS and other government agencies that the hired worker is truly an independent contractor and not an employee. • Businesses can face steep penalties from multiple agencies for misclassifying employees as independent contractors.
AUDIENCE FOR BOOK: • Freelancers • Consultants • Self-employed individuals • Businesses that hire independent contractors REASONS TO BUY THIS NEW EDITION: • According to the US Census Bureau, in 2015, more than 15.4 million U.S. workers were self-employed. • With the rise of the gig economy and alternative work arrangements, independent contractor arrangements are more common than ever before. • This book provides ready-to-use contracts for consultants and the businesses that hire them¬¬—including specialized versions for software consulting, construction, sales, household services, and gig economy jobs. • Contracts are designed to prove to the IRS and other government agencies that the hired worker is truly an independent contractor and not an employee. • Businesses can face steep penalties from multiple agencies for misclassifying employees as independent contractors.
