Millions of Americans are now involved in some form of sporadic, non-traditional related job, whether it is called freelancing, temping, ubering, etc. In some instances, these individuals are clearly in business for themselves. There are, however, an increasing number of “gigs” which closely resemble traditional employment. According to David Weil, administrator of the Department of Labor’s Wage and Hour Division, the employment relationship between workers and businesses in the U.S. has become “fissured” apart as companies seek to outsource certain non-core tasks to separate companies or individuals. So what does the DOL have to say about being a joint employer? And what impact (if any) will this guidance have on I-9 compliance? Enter the I-9 Conundrum: I-9 regulations specifically exempt “independent contractors.” However, what if you are misclassifying your employees as independent contractors? What if you are actually a “joint employer” for purposes of completing the I-9? This raises a potentially sticky I-9 problem for employers.
Hiring Tips Blog

The Fissured Workplace, the I-9 Conundrum and the Gig Workforce
Mar 1, 2016 | E-Verify Issues, Immigration Issues
Recent Posts
- I-9 Audits and Site Visits: How Construction Employers Can Prepare Before the Feds Come Knocking
- DOJ Accuses Illinois of Interfering with Federal Immigration Policy Via Workplace Privacy Law
- California Privacy Protection Agency Fines Retailer Over CCPA Violations
- Joyce, Jeffries Reintroduce Bipartisan Legislation to Prepare for Inevitable End to Federal Cannabis Prohibition
- Federal Judge in Pennsylvania Reverses Dismissal of Medical Marijuana Cardholder’s DisabilityDiscrimination Claim
Categories
- Background Check Compliance (100)
- Background Check Laws (59)
- Background Screening (41)
- Biometric Identification (2)
- Consumer Financial Protection Bureau (1)
- Credit Checks (32)
- Criminal History Check (177)
- Data Protection & Privacy (99)
- E-Verify Issues (74)
- Education Verification (7)
- Educational and Childcare Hiring (28)
- EEOC (48)
- Employer Negligence (36)
- Employment Screening (135)
- Fair Credit Reporting Act (108)
- Featured Posts (1)
- Financial Services Hiring (11)
- Healthcare Hiring (2)
- Hiring Legal Compliance (1)
- Home Services and Repairs Hiring (6)
- Human Resources & Benefits (26)
- Immigration Issues (87)
- IT and Data Security Hiring (11)
- Medical & Pharmaceutical Industry Hiring (9)
- Occupational Fraud (11)
- Pre-employment Drug Testing (184)
- Retail Hiring (14)
- Security Services Hiring (3)
- Social Media (32)
- Transportation Industry Hiring (19)
- Uncategorized (1)
- Wage History Checks (4)