Are you Employing an Independent Contractor? Exploring the Department of Labor's New Guidelines to Ensure Compliance and Avoid Penalties- On Demand

Many chiropractic practices utilize independent contractors instead of hiring employees, and many chiropractors enjoy the flexibility and autonomy of practicing as an independent contractor. While there are benefits to independent contractor status, there are potentially significant penalties for misclassifying an employee as an independent contractor, and it is important for practices and providers to be on top of the Department of Labor's guidelines for determining the relationship. Unfortunately, these guidelines are often clear as mud, and frequently change "“ most recently, in March of 2024.This presentation will provide an overview of the Department of Labor's new guidelines, address penalties for noncompliance, and give practical tips for how to structure practice/provider relationships to ensure compliance with the new guidelines.

• •Understand the Department of Labor's updated independent contractor classification guidelines as of March 2024
• •Identify the six-factor test and how each factor applies to chiropractic practice relationships
• •Recognize common misclassification pitfalls specific to chiropractic offices and associate arrangements
• •Calculate potential financial penalties and liability exposure from worker misclassification
• •Implement practical compliance strategies for structuring independent contractor agreements
• •Distinguish between legitimate independent contractor relationships and those that should be employee relationships under current DOL standards