Latest Posts

  • Brandon Pavley

    1099/Independent Contractor Misclassification: The Development and Rise of the Department of Labor’s “Economic Realities Test”

    By: Brandon Pavley, Legal Counsel and Compliance Associate


    In a contingent workforce arena, the proper classification of a worker as an “employee” or an “independent contractor” (“IC”) is critical for purposes of determining whether various employment

  • Mark Zisholtz

    Managing “Joint Employment” or “Co-Employment” Risk

    By: Mark Zisholtz


    “Joint employment” means that a worker is employed by two or more employers at the same time. Stated differently, if two independently operating entities jointly exercise enough of the attributes of an employer with respect to a

  • Jason D’Cruz

    Recent Developments in Independent Contractor Compliance under California Law

    By: Jason D’Cruz, Partner at Morris, Manning & Martin, LLP and Shama Barday, Associate at Morris Manning & Martin, LLP

    California is known for its hostility towards classifying workers as independent contractors. Two recent developments reinforced this reputation and increase the

  • Sheila Porcelli

    7 Common Sense Factors to Implement and Maintain a Successful Indirect Workforce Program

    By: Sheila Porcelli, National Sales Director at HireGenics, Inc.

    Many factors and decision points are involved when an organization decides to implement an Indirect Workforce Management Program (“Program”). Although various definitions of a Program exist, it is generally understood to

  • Jason D’Cruz

    Staffing Firms and Payrolling Vendors Beware: You Can Be Held Liable for the Acts of Your Client Company under Title VII of the Civil Rights Act

    By: Jason D’Cruz, Partner at Morris, Manning & Martin, LLP and Tali Hershkovitz, Associate at Morris Manning & Martin, LLP

    Through application of the joint employer doctrine, payrolling vendors, staffing firms, and other human capital suppliers may be held liable for the actions