Zurich, Switzerland: +41 - 43 434 80 33 | US: (510) 954-3145 | support@traininng.com
Instructor
Ben Currie
The use of this seal confirms that this activity has met HR Certification Institutes (HRCI) criteria for recertification credit pre-approval.
This activity has been approved for
1 HR
(General) recertification credit hours toward aPHR,
Employers must at all times comply with the minimum terms and conditions of employment set out in employment standards legislation for their employees. Employers must also make required deductions from payroll and comply with various other obligations that arise from employment-related legislation. In contrast, the relationship with independent contractors is different. Most employment-related legislation, such as employment standards legislation, does not apply and contractors must remit their own taxes.
It is critical to understand the distinction between employees and independent contractors given the differences in entitlements that are owing to each. Despite having an independent contractor agreement and believing an individual is an independent contractor, an individual can still successfully claim they are an employee and seek the entitlements owing to employees.
This can lead to unexpected liability for employers. Both the Canada Revenue Agency (CRA) and courts will apply similar factors and examine the relationship between the parties to determine whether the individual is an employee or an independent contractor. To avoid both tax and employment-related liabilities, employers should ensure the relationship functions as intended. This webinar will examine the factors to determine the relationship and cover best practices to reduce the likelihood of misclassification.