If your practice works with even one independent contractor, you could face significant penalties for not complying with the NEW Department of Labor (DOL) Independent Contractor Rule that takes effect March 11th.

Once this new rule goes live, the government will launch a severe crackdown on practices that misclassify workers as independent contractors when they should be considered employees. Those who aren’t compliant with this new Independent Contractor Rule are subject to a year in jail, up to $1,000 in fines per misclassified employee, class action lawsuits, and insurance repayment.

Do you think it can’t happen to you? The DOL searched for employee misclassifications even before the new rule was finalized. DOL recently sued one skilled nursing facility for $19 million after using a staffing agency to provide them with independent contractors. The Independent Contractor Rule is so wide-reaching that every healthcare entity in the US needs to be concerned.

The good news is that help has arrived. Attorney and compliance expert Kelly Holden, JD, is presenting an online training to walk you through every aspect of the new Independent Contractor Rule. During Kelly’s plain English 60-minute training, she’ll cut through the legal jargon and drill down to actionable steps to help ensure your practice complies with this new DOL rule.

By attending this expert-led training, you’ll get easy-to-implement strategies that can help your practice stay on the right side of the new Independent Contractor Rule:

• Pinpoint which staffers should be “independent contractors” with a clear definition
• Discover whether utilizing employment agencies can lead to violations under the new rule
• Identify when you can hire fill-in staff as independent contractors and when you can’t
• Uncover exactly which benefits you must offer to employees if you want to stay compliant
• Capture correct staff info to complete their employee paperwork compliantly
• Easily navigate the DOL rules with simple checklists demonstrating essential details
• Audit proof your documentation with optimal recordkeeping standards
• Uncover which of your staff relationships are immune from the latest ruling
• Cut classification confusion by including specific verbiage in your staff contracts
• And so much more…

Much like CMS, the Department of Labor has auditors on staff, and they’re just looking for a reason to penalize practices for violating the new Independent Contractor Rule. One staff member misclassification is all it takes before you end up facing criminal penalties and fines.