Search Results: Contractor

Checklist: Determining Independent Contractor Status. Basically, an employer is one who controls and directs the performance of work, especially the details and means by which the work is done.

Business will play a key role in protecting employees' health and safety and in limiting the negative impact to the economy and society. The U.S.

Checklist: Determining Independent Contractor Status. Basically, an employer is one who controls and directs the performance of work, especially the details and means by which the work is done.

Who must file an EEO-1 Report? The EEO-1 Report must be filed by Title VII employers with 100 or more employees or affiliated companies whose total enterprise e

If workers may be exposed to hazardous materials in your workplace, you are required by OSHA to have a written hazard communication program.

To ensure that your company is in compliance with the federal and state laws controlling the limits of the independent contractor relationship, periodically go

For a sample independent contractor agreement, see ¶20,235.

Note: On January 30, 2009, President Obama issued Executive Order 13496 entitled Notification of Employee Rights Under Federal Labor Laws.

On January 30, 2009, President Barack Obama issued Executive Order 13496 entitled Notification of Employee Rights under Federal Labor Law.

President Barack Obama, on January 30, 2009, issued Executive Order 63069 prohibiting the use of federal contracting dollars for any activities aimed at persuad

The American Recovery and Reinvestment Act of 2009 (ARRA), signed into law by President Barack Obama on February 17, 2009, adopted new whistleblower protections

The person responsible for safety and health at your organization or another designated person must inform outside contractors of:

One of the first determinations an employer must make is whether the new hire is an employee or an independent contractor.

Civil penalties.— Any person who sells, offers for sale, or furnishes any article of any description to a person under 16 years of age to be used for the purpos

Action affecting the employment status of a state employee or an applicant for state service, including appointment, promotion, demotion, suspension, or removal

See ¶2-2500 for penalties that may apply under the state's human rights law.

In addition to another penalty under law, an employer that knowingly violates Alaska's new hire reporting requirements is liable for a civil penalty of less tha

See ¶2-2500 for penalties that may apply under the state's human rights law.