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Hiring Independent Contractors Carries Hidden Risks

By Jeff Phelps and Geoffrey Mohun
November 01, 2004

According to the Bureau of Labor Statistics, there are approximately 13 million independent contractors at work in the U.S., and these numbers are expected to grow in the next few years, largely due to the perceived benefits of self-employment by workers.

While the number of workers choosing to become independent contractors is growing, companies who hire them may face a hidden downside to this trend ' lengthy IRS or state audits, heavy fines, and discrimination lawsuits ' all due to employer misclassification of “1099 workers.”

During the economic downturn, companies found it more cost-efficient to bring in independent contractors and temporaries rather than hire full-time, regular employees and incur the high costs of employee benefits and employee programs. Contingent workers provide companies with more flexibility because they're brought in for a specific project or for a specified period of time. Now that the economy is on the upswing, employers are are still using contingent workers to increase efficiency, but many are just not aware of the risks they run in maintaining a contingent workforce.

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