Designed to help you navigate and manage today’s contingent workforce, our services include Employer of Record (EOR), Agent of Record (AOR), Independent Consultant Evaluation and Compliance (ICEC), as well as ACA Compliance services.
Our Employer of Record services are designed to help our clients engage their temporary workers as ICS W2 employees. This includes freelancers, interns, retirees or alumni which may be used to staff special projects or supplement peak periods of business. Our Employer of Record services are specifically designed to mitigate the risk of co-employment as well as employee misclassification. ICS will properly bring your non-compliant 1099 contractors into compliance by moving them onto our payroll as ICS W2 employees. EOR services provide the flexibility of expanding and reducing your workforce as desired.
Our Agent of Record (AOR) services are designed to help our clients engage Independent Contractors and Corp. to Corp. talent resources. Our AOR services are supported by a comprehensive Independent Consultant Evaluation & Compliance (ICEC) program that focuses on sound communication while assuming responsibility for safe handling of all Independent Consultants and Corp. to Corp. talent resources. With ICS you gain a single-source provider of ICEC services complimented by EOR and AOR services and at the same time minimize/eliminate your exposure to “1099’s”.
The common law employer status of an individual is key in determining whether a company has to comply with tax and benefit requirements, is responsible for payroll taxes and withholding as well as any reporting obligations. The IRS “20 Common Law Factors Test” used to determine whether an individual is considered an employee or independent contractor has been revised to broaden the criteria for classifying a worker as an employee. The revised standards are based on three primary criteria:
The misclassification of individuals as independent contractors, 1099, Corp. to Corp. can be costly. There can be both IRS and DOL violations that can result in substantial back taxes plus fines and interests, as well as payment to cover back benefits. In some severe cases, the IRS may seize a business’s assets to ensure payments will be received. The ICS Payroll solutions will ensure appropriate classification, and assume responsibility regarding IRS inquiries pertaining to any worker associated with our payroll program.