Recent and upcoming changes to federal regulations and New York laws make this the ideal time and opportunity for employers to review – and possibly change – worker classifications.

Employers often suspect a certain percentage of employment-related misclassifications on their rosters – whether independent contractors who may be more appropriately classified as employees or employees whose positions have been designated as exempt but may actually hold non-exempt positions. Still, employers are often reluctant to analyze their workers’ classifications because of the challenges brought about by making such changes. READ MORE