You don’t have to be a lawyer to understand your legal obligations.
Written by HRuprise founder, Rebecca Weaver.
Hey, leaders!
Chances are you haven’t gone to law school. You chose to be a leader, not a lawyer. (Not that you can’t be both.) 😉
But as you already know, being an employer comes with all kinds of legal ramifications. It can be a little overwhelming to navigate, especially in the beginning.
The good news? You don’t have to be an attorney to understand your legal obligations, and ultimately protect your employees, your company, and yourself.
For instance, one of the first big decisions many employers face is whether to classify workers as W-2 employees or 1099 contractors.
I hear a lot of new business leaders say, “I want to hire Sammy on a 1099 basis so I don’t have to pay for benefits.”
That’s not how it works, legally speaking.
1099 and W-2 each have their own legal criteria, and classifying Sammy appropriately is really important. Getting it wrong could cost you a lot more than any benefits package.
From at-will employment to FLSA, it’s important to study up on the legal structures that define employment in your state.
You don’t have to be an attorney (we’re not!), but you do need to do your due diligence. There are a lot of resources out there to help you, including our HRuprise Community.
Pay attention to the details, consult with an attorney when necessary, and be sure to stay on the right side of the law. It’s absolutely crucial to the health of your business.
ABOUT THE AUTHOR: REBECCA WEAVER
Rebecca Weaver is the Founder and CEO of HRuprise, a marketplace that connects people with HR coaches to help them grow, develop, and navigate their toughest workplace challenges. LEARN MORE
