1099 Vetting

Does your Company have “toxic assets”?

Are your 1099s really W-2s?

Is your company at risk of major fines or penalties due to your employee classification practices? Understanding government regulations regarding the classification of contingent labor is often complicated. With Atrium’s 1099 Vetting Program, we take on that burden. Atrium will custom-create and facilitate infrastructures to manage 1099 contractors. Our 1099 vetting insulates companies from tax liability for contingent employee misclassification. As the employer, misclassification of your 1099 workforce can be a tremendous economic burden on your organization; misclassification may result in tax penalties and audits by both Federal and State agencies, fines and repayment of back taxes if the employee is reclassified as a W-2.

Now is the time to review your Employee Classification Strategy.

Atrium consultants will meet with your organization to conduct a contingent labor risk assessment. Based on results, we will create a scalable program to vet your existing population 1099 independent contracts to ensure compliance. Along with our own tools, we will use a non-proprietary, web-enabled software to provide an end-to-end solution. This system will create a customized record and audit defense files for future reference. If our assessment finds that a 1099 contingent worker does not satisfy government criteria for independent contractor status, Atrium will provided a solution to immediately engage the services of the 1099 contractor through premium payroll and benefits services. By on-boarding reclassified contractors through Atrium’s payrolling service, our clients are insulated from misclassification. Upon reclassification of the 1099 contractor to W-2 status, we then become the employer of record and co-employment risks are mitigated.