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Independent Contractor Issues

Hiring independent contractors may fit well into your business strategy, as their core competencies may sit outside your current business capabilities. However, misclassification and poor management of your independent contractors can result in significant civil penalties. Additionally, hiring independent contractors can lead to disputes and litigation, such as a breach of contract.

The Labor & Employment attorneys at the Law Offices of Pullano & Farrow can help your firm comply with independent contracting laws, prevent disputes, as well as defend you during stressful litigation. We utilize an interdisciplinary approach to evaluate these issues and implement practical measures to steer away from litigation.

Distinctions Between Independent Contractors and Employees

Many organizations are penalized for making a seemingly minor error: misclassifying independent. When determining whether an individual is considered an employee or an independent contractor, there a host of factors to consider.

The Importance of Documentation

Documentation is essential during the onboarding process of independent contractors, as well as throughout the entire duration of the contract. In your Independent Contractor Agreement, the terms of relationship must be stated.

We also recommend that our clients obtain official documents from the businesses they are working with. These documents prove the validity of that organization, and may include, articles of formation or copies of marketing collateral released from that firm.

To speak to a Labor & Employment attorney regarding independent contractor issues, please contact our firm at 585-730-4773.

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