5 Tips on Independent Contractor Agreements
When hiring employees, it is essential to make sure that you are distinguishing between employees and independent contractors. Failing to do so can lead you to find yourself in a situation where the courts might question whether your employee should actually be classified as an independent contractor. An important area to consider is your independent contractor agreement.
- Clarify the Exact Relationship you Will Have
Specify the exact services that you would like to have performed and the deadlines and schedules that your independent contractor will be expected to meet.
For example, if the job will end with a particular milestone, you will want to clarify what that milestone is. If you aren’t certain that you are being clear, an Irvine employment lawyer can help.
- Detail the Payment Terms
Explain exactly how the independent contractor will be paid. For example:
- Clarify whether it will be a wage or commission
- Clarify how much the independent contractor will be paid
- Clarify the method of payment
Irvine employment law attorneys will allow you to cover all your bases regarding payment terms.
- Micromanaging is a Mistake
The idea behind independent contractors is that they can decide how they will perform work and when.
- Explain the Conditions Under Which the Employee May Be Terminated
Have specific rules for how and when your employee might be terminated. The termination might be for any reason or might be after specific rules have been violated. Brockmeier Law Group can help you make sure that you avoid accusations of wrongful termination.
- Clarify Ownership of Intellectual Property
Also, explain the areas in which there is a confidentiality agreement that must be respected. Consult with employment law attorneys in Irvine CA if you need help.
Give Brockmeier Law Group a call at 310-425-3431.