The decision to hire independent contractors vs. employees carries with it both advantages and disadvantages.  Hiring independent contractors can reduce payroll taxes and other expenses associated with employees.  Companies can also avoid such things as the FLSA and FMLA and can often find it easier and less risky to terminate the relationship.

Something that employers need to understand is how to classify an independent contractor vs. an employee.  If this understanding is unclear, an employer might want to verify through the IRS what exactly constitutes a contractor vs. an employee.

One thing that spans both the hiring of an independent contractor or an employee is the need to perform an employment screening.  It might be a specialized task a company is hiring for, or a general role.  Whatever the case, a background check can provide answers to the questions of just how this applicant will help a company.  An employment verification can provide a look into the prior employment activity of the individual, while a criminal search can uncover anything that might be deemed detrimental to success as new hire.  It is imperative that both independent contractors and employees are screened and evaluated prior to being extended an offer of employment.

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