While definitions may vary, the term is generally employed as a catch-all phrase for workers employed through non-traditional, intentionally impermanent work arrangements, such as independent contractors, leased employees, consultants, on-call workers, part-time workers, and temporary employees.
This is a chart listing the penalties for misclassifying employees as independent contractors.
To evaluate employment status, courts commonly rely on one of three tests: the common law agency test (right-to-control test), the economic realities test, or the hybrid test. While the state-law tests vary to some degree from state to state, this table focuses on the tests applied under federal law.
This is a sample litigation case budget template.
This is a sample general counsel communication plan chart.
This is a sample roles and responsibilities alignment compliance priorities chart.
This is an energy project contracting fundamentals checklist.