If one or more of the following statements is true for you when it comes to onboarding freelancers, it might be time to reconsider your methods:
- We spent more time onboarding freelancers in 2021 than we did in 2020
- Our team has a basic understanding of the terms exempt, non-exempt, W-2, and 1099 but can’t define them in our sleep
- The above terms give me a headache
- We have workers in multiple states
The Challenges With Onboarding
One of the hardest (and most important) things about setting up your workforce is classifying workers correctly. That’s why we cover worker classification extensively here on our blog. On a day to day basis, it’s important to know who’s a strong worker, who might need a little bit of help, and who has potential to grow into other roles. On the front end, accurate worker classification is crucial to preventing issues later. With the Department of Labor’s ever-increasing focus on worker classification errors, it’s incredibly important to get it right up front.
Another incredibly important aspect of bringing on new workers is making sure you’re paying them accurately and in a timely manner. This includes payroll taxes. Since each state has strict pay deadlines for specific types of employees it’s important (and hard!) to stay on top of the ever-changing wage laws at the federal, state, and local levels. Along with differing wage laws, some states and localities require a different taxation method than the federal government does.
If offloading some of your onboarding paperwork would free up your time and energy for the creative parts of your projects, it might be time to consider bringing on a partner. PayReel is equipped to manage events, employees, and all the associated paperwork. Our team stays well versed in local, state, and ever-changing federal tax methods and laws to make sure employees are happy, clients are covered, and the IRS is bored.
Here’s where we stress (and the only time we stress), we got it.