Contingent Workforce: Users of Contingent Workers

Overview

Most companies retain the services of independent contractors, staffing agencies or other contingent labor. We advise companies on the full range of compliance issues arising from the use of a nontraditional workforce, including independent contractors, temporary and staffing agency workers, gig workers, consultants, outsourced services, managed service providers, and other contingent and nonemployee workers. Our team understands the nuances and legal risks associated with these relationships.

We coach our clients on how to recognize and reduce the legal risks, including:
  • Evaluating relationships.
  • Adjusting the facts to better protect those relationships.
  • Drafting and revising contracts.
  • Creating customized programs for how to use contingent labor.
  • Conducting training on best practices.
  • Optimizing tax and employee benefit strategies.
  • Planning strategically.
  • Conducting due diligence and risk assessment as part of business transactions.

We aim to help our clients preserve the benefits of nontraditional labor and outsourced service providers while minimizing the risks.

We also fight to protect our clients in all types of disputes, including individual litigation, class and collective actions, government investigations, tax audits, National Labor Relations Board proceedings and other agency disputes, Private Attorneys General Act claims, arbitrations, mediations, and all other types of disputes.

More »

Our team takes a multifaceted approach and has deep experience in contingent labor issues. For example, our attorneys:

  • Evaluate: We evaluate the risks in existing independent contractor relationships, taking into account the multiple legal standards that are applied under tax, employment and benefits laws, as well as the varying tests applied by states in their unemployment, workers’ compensation, wage and hour, employment, and tax laws. Industry-specific tests in several states must be considered as well.
  • Advise: We provide advice on Affordable Care Act (ACA) compliance, including evaluating whether nonemployee workers may be subject to coverage, reporting or counting requirements.
  • Guide: We guide companies on best practices for using independent contractors, as well as advise on changes that can be made in the facts of the relationship to enhance the likelihood that independent contractor status would be upheld as valid, while aiming to preserve the business reason for using nonemployee workers.
  • Draft and revise: We draft and revise agreements with independent contractors, staffing agencies, vendors, consultants, virtual marketplace providers, managed service providers, professional employer organizations (PEOs), and other suppliers and facilitators of nonemployee labor. The inclusion of certain terms can help support the validity of an independent contractor or nonemployee relationship, but these contracts must be drafted carefully so that they accurately reflect the facts of the relationship.
  • Protect: We help protect against the risks of joint employment and the unexpected liability that may arise when a supplier of contingent labor fails to perform its legal obligations. We draft and review contracts with staffing agencies, PEOs and other providers of nonemployee workers. The inclusion of specific recitals, representations, obligations, and indemnity and insurance clauses can reduce the risks to companies that use workers who are nominally employed by another entity.
  • Create controls: We design processes for companies to impose internal controls on when and how independent contractors and other nonemployee workers can be retained. Too often, nonemployee workers are retained without proper oversight or consideration of the risks, and because these retentions often flow through procurement or operational managers, a company’s legal and human resources teams are often unaware of the retention and accompanying risks.
  • Defend and litigate: We defend companies in class action lawsuits, government audits and other proceedings in which independent contractor misclassification or joint employment is alleged.

Select Experience

Representative experience: Advice and counsel
  • We develop customized independent contractor agreements and programs for a broad range of companies, from Fortune 500, multistate public employers to smaller regional and single-state businesses. Our Contingent Workforce team clients include household names across many industries.
  • We advise clients on ACA compliance, including whether and how to count individual independent contractors and vendor-supplied labor.
Representative experience: Litigation and other disputes
  • Won dismissal of a class action filed by floor covering installers against a nationwide retailer, alleging independent contractor misclassification and failure to comply with federal background check laws. A federal judge adopted our position in a published opinion, despite contrary guidance from the Federal Trade Commission.
  • Negotiated a settlement resulting in our client paying zero dollars in a California class action filed by a class of property inspectors, leveraging contractual clauses drafted by our Contingent Workforce team.
More »

Professionals

Name Title Office Email
Partner Washington, D.C.
Partner Cleveland
Partner Cleveland
Of Counsel Los Angeles
Partner Orlando
Partner Los Angeles
Counsel New York
Partner Washington, D.C.
Partner Columbus
Partner Cleveland
Partner Philadelphia
Counsel Orlando
Counsel Orlando
Partner Cleveland
Partner Atlanta
Partner Cleveland
Partner New York
Partner Cleveland
Partner Los Angeles
Partner Los Angeles
Partner New York
Partner Atlanta

Experience

Representative experience: Advice and counsel
  • We develop customized independent contractor agreements and programs for a broad range of companies, from Fortune 500, multistate public employers to smaller regional and single-state businesses. Our Contingent Workforce team clients include household names across many industries.
  • We advise clients on ACA compliance, including whether and how to count individual independent contractors and vendor-supplied labor.
  • We draft clauses and agreements with suppliers of nonemployee labor to minimize risks related to misclassification and joint employment.
  • We have created programs to allow independent operator entrepreneurs to have access to a free-standing, tax-qualified plan program and a free-standing, fully insured group health insurance plan program.
  • We evaluate and redraft employee benefit plans to protect companies from exposure to claims by nonemployee workers.
Representative experience: Litigation and other disputes
  • Won dismissal of a class action filed by floor covering installers against a nationwide retailer, alleging independent contractor misclassification and failure to comply with federal background check laws. A federal judge adopted our position in a published opinion, despite contrary guidance from the Federal Trade Commission.
  • Negotiated a settlement resulting in our client paying zero dollars in a California class action filed by a class of property inspectors, leveraging contractual clauses drafted by our Contingent Workforce team.
  • Avoided class certification and obtained an extremely favorable settlement in a series of Fair Labor Standards Act putative collective action cases in which cable installers alleged they were misclassified as independent contractors instead of employees.
  • Obtained a defense verdict for a transportation client sued for misclassification by security consultants seeking years of back pay and benefits.
  • Prevailed in a federal court of appeals, reversing the lower court’s finding of independent contractor misclassification for a class of insurance agents.
  • Obtained reversal of an independent contractor misclassification finding by a state department of labor, erasing hundreds of thousands of dollars in assessments. Our team took over the case just three weeks before the hearing, after previous counsel had told the client that the case was unwinnable.
  • Obtained a favorable settlement for a staffing agency against class action claims that workers were misclassified as independent contractors and were paid incorrectly.
  • Protected and represented clients in misclassification audits brought by the U.S. Department of Labor and various state agencies, obtaining favorable results including reversal of preliminary adverse findings.
  • Defended clients in tax dispute proceedings before the Internal Revenue Service on alleged independent contractor misclassification.

Key Contacts

Blog

In The Blogs

Previous Next
Employment Law Spotlight
California Court of Appeal Determines Customer of Staffing Agency Is Employer Because of Direction and Control
By Eric W. Witt
November 8, 2019
In Jimenez v. U.S. Continental Marketing, Inc., the California Court of Appeal addressed whether the plaintiff and appellant, Elvia Velasco Jimenez, was an “employee” of a contracting employer under the California Fair Employment and...
Read More ->
Employment Class Action Blog
California Court of Appeal Applies Dynamex Retroactively
By Joseph S. Persoff
October 14, 2019
This week, a California Court of Appeal concluded in a class action case that the California Supreme Court’s Dynamex decision applies retroactively. In another case, Vazquez v. Jan-Pro Franchising International, the Ninth Circuit Court of...
Read More ->
Employment Class Action Blog
Third Circuit Affirms $4.5 Million Verdict in Favor of Exotic Dancers
By Gregory V. Mersol
September 18, 2019
A significant amount of wage and hour class/collective jurisprudence has developed around the issue of whether exotic dancers are employees or independent contractors. We’ve blogged many of these issues in the past [June 6, 2019, August...
Read More ->
Employment Class Action Blog
District Court Decertifies FLSA Collective Action With Independent Contractor Issues
By Gregory V. Mersol
August 9, 2019
We’ve commented many times before that relatively few collective actions survive the “second stage” motion to decertify or, relatedly, an unofficial “third stage” when the trial court actually considers how the matter will be managed at...
Read More ->
Employment Class Action Blog
New Prime Decision Adds Uncertainty to Arbitration in the Transportation Industry
By John B. Lewis
January 17, 2019
The U.S. Supreme Court’s decision in New Prime v. Oliveira, No. 17-340 (Jan. 15, 2019), has added uncertainty to arbitration agreements in the transportation industry by holding that the Federal Arbitration Act (FAA) § 1 exception covers...
Read More ->