• Independent Contractor Agreements with Club Professionals
  • February 8, 2019 | Author: Fred L. Somers
  • Law Firm: Fred L. Somers, Jr., P.C. - Atlanta Office
  • Recently, the National Labor Relations Board, (“NLRB”), restored a previously long-standing adherence to the common law tests for when a person is an independent contractor and not an employee. The case is important for among other matters, it protects employers from liability from paying employee fringe benefits to persons who are legitimately characterized as independent contractors where none was intended nor budgeted. That is, if the putative employer meets the traditional tests used by the NLRB. It is also important to avoid vicarious liability for negligent acts of the person who is thought to be an independent contractor but is later determined to be an employee.