This article posted on our partner site discusses how employers can avoid having their independent contractors classified as employees. The author discusses recent cases to suggest that employers should refrain from: having significant control over independent contractors; providing extensive training to independent contractors; paying for the expenses of independent contractors; subjecting independent contractors to the same rules as employees, such as drug tests; preventing contractors the right to provide services to other companies; providing tools to independent contractor; hiring independent contractors to perform tasks that are integral to their businesses.

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