| For many organizations, the widespread use of independent contractors can be an unknown and possibly expensive risk factor. Reclassification of contract employees could make your organization liable for thousands—or even millions—of dollars in back benefits.
The IRS has set up guidelines that independent contractors must meet in order to qualify as a 1099-compliant contractor. It is important for any organization with a large Contingent Workforce to understand the potential issues and risks, and how to mitigate them.
Provade offers a complete set of services to help companies better manage their independent contractors. We can ensure that each contractor complies with the IRS 1099 requirements. For contractors unable to meet those guidelines, Provade can payroll them. Furthermore, by having Provade manage your independent contractors, your organization will have better overall spend visibility for your contingent workforce.
- Payrolling – For contractors that cannot meet IRS 1099 guidelines, Provade can payroll them. They will have access to benefits, including group healthcare, retirement plans and insurance as W-2 employees of Provade.
- Compliance Survey - To ensure that all contractors that claim 1099 status actually comply with IRS guidelines, Provade can survey your contractors before they go onsite to determine how best to engage them. We provide an easy-to-use online system for both hiring managers and contractors and retain full documentation should contractor status come into question.
- 1099 Management – Provade offers consolidated oversight of contractors that do comply with IRS guidelines, delivering consolidated contract management and invoicing. This service reduces your contact with all independent contractors to one: Provade.
See our overview of services for Contingent Workforce Management, or contact us to learn how Provade can help your organization.
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