1099 Archives | Page 3 of 3 | TargetCW
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Retaining Happy Employees

According to the iOpener Institute for People and Performance, employees who are happy at work are the most productive at work. The iOpener Institute has gathered data since 2005 to assess the workplace science of happiness at work. According to this report, employees most happy at work are twice as productive, stay five times longer […]

How to Be Assertive In the Workplace

Shy? Want to learn to become a leader? Assertive employees are proactive leaders that are compassionate, loyal, straightforward, calm, direct, fair, and polite. Practice taking these characteristics into action by relating them to scenarios at your workplace. Need inspiration? Watching assertive employees in your workplace and taking notes on how they handle situations can help. […]

1099 Misclassification Penalties in CA, new 2012

The California law SB 459 is effective January 1st 2012. In short, a company may be fined an additional $5,000 to $25,000 for the willful misclassification of 1099 or Independent Contractors. For employers it is a good time to ensure the policies for engaging Independent Contracts are in line with the law and standardized across […]

Proposed Changes: 1099 Independent Contractor Classification and Misclassification Penalties

Last year the House of Representatives and the Senate introduced two proposals directed at 1099 (Independent Contractor) classification. The legislation, which is backed by the White House, targets current grey areas with Independent Contractor classification, enforcement, and penalties. The following are overviews of the two Acts. The Fair Playing Field Act of 2010 introduced by both […]

1099 Contractor Classification and Exempt Status

With changing labor costs, requirements, and companies fearing the unknown future increases in employment costs; many employers see the utilization of 1099s or independent contractors as a method to control human capital spend. However, many employers misclassify workers as 1099s when in fact they are W-2 status workers. This misclassification has been well documented since […]