The Scheduling Blog: Who's On Your Calendar?

16-Jul-2018
Our global marketplace makes it easier than ever to outsource all kinds of day-to-day activities. We've come a long way from the big, corporate offices that required multiple employees to answer phones, greet guests, book meetings, file paperwork, and follow up with clients. Today, you hardly need an office at all - phone calls roll to voicemail or auto attendants, computers remind you of the tasks that need to be done, and who keeps paper files anymore?

For those who do decide to hire support, there are endless choices for part-time, remote workers. A quick search on LinkedIn will result in hundreds of independent contractors who do all kinds of administrative tasks. Inquire, interview, negotiate and hire. Easy!

But be careful...while experience and credentials look great on screen, how can you be sure of what you're getting?

People who hire independent contractors are at great risk, as they cannot legally supervise or control the work their outsourced help performs. And if your outside contractor is found to be doing work that is not compliant, the Internal Revenue Service can reclassify them was W-2 employees of your business and penalize you with interest and fines up to 35% of the total questioned amount.

You can avoid these types of devastating outcomes by doing a little legwork before you hire. Perform background checks on your prospective hire to make sure he or she does not have a criminal record. Check with previous employers and call references. Consider limiting the access you grant to sensitive information until trust is established.

You can also hire Executive Scheduling Associates. Our W-2 employees are screened and background checked; trained, supervised and managed. We ensure our employees and withhold and pay their federal and state income taxes. Our legwork means that you will no be on the hook if negligence ever occurs. 

Whether you hire from a firm or do the legwork yourself, be sure take steps to protect yourself and your business.

Have you ever had an employee or outsourced contractor go rogue on you? Tell us about it below.


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Further Reading
https://www.irs.gov/businesses/small-businesses-self-employed/independent-contractor-self-employed-or-employee
https://justworks.com/blog/consequences-misclassifying-workers-independent-contractors
http://theemplawyerologist.com/2016/01/21/can-you-be-liable-for-an-independent-contractors-injuries

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