Let us solve your most complex IC compliance challenges.

Independent contractors can offer you a serious competitive advantage in today's business environment. We leverage a combination of technology and legal expertise to deliver an IC solution that helps you sleep at night. We cover it all: setting policy, attracting talent, offering various engagement options, credentialing, managing the contract process, onboarding compliantly, offboarding diligently, and re-engaging past performers. We monitor every step in the lifecycle.

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  • Robust solution
    • By offering both service and software components to the program, we support a streamlined process to facilitate the development of a low-risk, compliant 1099 classification and engagement program. We utilize a combination of leading 1099 validation tools and expert oversight by our in-house 1099 compliance expert and legal counsel.

  • Improve the contractor experience
    • Our processes integrate seamlessly, creating an enriched experience for contractors. We leverage technology to facilitate vetting and on-boarding processes. ICs enjoy a web-based invoicing and payment process, increased networking opportunity with other clients in need of similar services, and a reliable payment process.

  • Round-the-clock compliance
    • Compliance starts with the intake evaluation and continues through engagement, with ongoing monitoring until offboarding. We share best practices and common pitfalls around indemnification and insurance. We also provide comprehensive defense files and indemnify you for related audit failures.

  • Navigate complexities
    • The legal landscape is intense, and policy makers continually change legislative regulations on local, state, and federal levels. We share best practices and common pitfalls around indemnification and insurance to help you navigate complicated legislative and regulatory processes.

  • Scalability and flexibility
    • We provide enterprise-level solutions to every kind of organization. Whether you need a single gig worker or esoteric specialists, our ICs know how to get the job done. Each contractor goes through a self-employability consultation to validate that IC requirements are met. If the contractor does not meet those requirements, we offer to payroll that person as a W2 employee.

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Candidate Screening

Electronic qualification questionnaires provide an initial risk assessment score and help us collect vital documentation. The determination process itself, however, is not automated. Our IC compliance team evaluates each questionnaire and candidate individually. Team members may discuss business structure, documentation, and project parameters with potential ICs, as needed. After the compliance analysts have completed the review, it is submitted to our in-house corporate counsel to render a final determination. Counsel approves or rejects the analysts’ recommendation. ISSI then notifies the MSP or client to seek their confirmation to proceed with IC onboarding.

Technology Enabled Process

By offering both service and software components to the program, we support a streamlined process to facilitate the development of a low-risk, compliant 1099 classification and engagement program. Our teams utilize a combination of leading 1099 validation tools and expert oversight by our in-house 1099 compliance expert and legal counsel. The technology includes questionnaires for both the hiring manager and independent contractor that generate real-time reports to assess the likelihood that the contractor would be considered an employee under federal and state laws. We rely on ComplianceHR and our ATS technologies to process electronic qualification questionnaires to provide an initial risk assessment score and collect vital documentation.

Evaluation

We collect the following information from contractors before evaluating their qualification status:

  • Federal Tax ID Number

  • Articles of Incorporation

  • Name statement (DBA)

  • Business License

  • Evidence of recent client and ongoing expenses

  • Commercial General Liability Insurance and others as applicable

  • W-9 form

  • Consulting Services Agreement with Intellectual Property and Non-Disclosure Agreements

All documents and information collected are saved in compliance and defense files, which reside on secure data servers.

End-to-End Program Design

Deployment of the Independent Contractor Management program offers the following features:

  • Development of client specific criteria and workflows

  • Evaluation for compliance against the federal (IRS), state, and local guidelines

  • IC compliance questionnaire automated by technology, reviewed by professional experts on staff, and validated by internal counsel

  • Recommendation of the appropriate worker classification from the compliance team

  • Ability to transition workers who do not meet the criteria for IC into our payroll service offering

Case Studies

It’s important to have an IC Vetting Program in place that has documented procedures to protect all parties and reduce potential penalties. We help our clients fully validate potential contractors under the requirements of all applicable laws and regulations, mitigating the risk of major fines.

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Federal Contractors

Case Study

Client: Federal Agency

Their problem: A federal government agency needed to contract with hundreds of independent contractors for a large-scale project, but encountered challenges in properly vetting the candidates.

Our solution: Our compliance and legal teams rose to the challenge, interviewing over 300 potential contractors and initiating a full validation process. We have years of experience in qualifying independent contractors, determining misclassification issues, and rendering decisions of actual ICs versus W2 workers. The properly qualified contractors engaged with the agency while those who failed the assessment were able to participate as W2 employees payrolled through Staffing the Universe.

VIP Contractors

Case Study

Client: Global Automation Company

Their problem: The client needed to engage a large and compliant independent contractor population to handle a series of major, mission-critical projects outside the scope of its internal staff.

Our solution: Our company realized that the client required ICs who would be highly compensated and expected on short turnaround times. We began screening potential contractors and constantly liaising between the candidates and the client. We implemented a best-practices strategy with white-glove engagement, supported by executive level intervention for VIP contractors. We also deployed strategies for qualification processes and cost controls. We are still engaged with this longstanding client, delivering value and reduced legal expenses.

We’re national

Headquartered in East Brunswick, New Jersey, we provide nationwide coverage through strategically located offices and shared services support delivered from offsite centers of excellence to ensure a recruitment-without-borders approach.

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