How to Achieve Worker Classification Compliance

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One nonprofit made the mistake of classifying its instructors as independent contractors when they should have been W2 employees with benefits. The result was $15K per employee in back taxes in addition to attorney fees to manage the government audit.

To ensure compliance moving forward, the nonprofit turned to Innovative Employee Solutions to create a program that ensured proper classification, withholding and benefits for everyone they employed.

Case Study - Avoid Misclassification Errors and Costly Audits
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The nonprofit needed a partner who could help them navigate employment compliance including offering benefits in line with the Affordable Care Act requirements. 


The nonprofit found out the hard way the cost of misclassifying employees as independent contractors. They had hired instructors as independent contractors for their entire history and never had a problem. But then California state law changed the definitions for independent contractors and the nonprofit was unaware they were subject to the new guidelines.

For some organizations, these large sums of money can mean serious trouble for their success and wellbeing, and even the end of their business. Don’t let that be you.

Read the case study and learn the simple solution to employee classification compliance.

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independent contractor
"We have been in business for 14 years and have never experienced such a smooth and easy process. In my opinion, that process was only possible because of your staff’s can do attitude and customer interaction. You guys are doing a great job and definitely raising the bar in the industry"

Independent Contractor, Defense

program manager
"I have daily contact with IES in my role and I continuously receive the best customer service - IES always goes above and beyond! I really do appreciate all of the hard work and patience. I look forward to many more years working with IES!"

Program Manager, Technology

American Payroll Association