In a blog article last month, the importance of properly classifying workers as employees rather than independent contractors was discussed at length. As discussed, there is often a fine line between the employee and independent contractor classification, and many employers choose the latter in order to save on payroll taxes and employee benefits. However, this decision can be costly if the IRS conducts an audit and determines that misclassifications have occurred.
In 2006, managed care of workers’ compensation claims went active in West Virginia. The move to managed care had begun in the early 1990s as increases in medical costs had become the primary drivers of workers’ compensation costs. Initial attempts to implement managed care systems involved the implementation of preferred care guidelines in states like Colorado, Washington, and Minnesota. As West Virginia faced an increasing crisis in its workers’ compensation system in the early 2000s, a managed care system gained traction as a popular measure to control spiraling costs.
A few weeks ago in this forum, we talked about an important opinion from the Sixth Circuit Court of Appeals – the Circuit in which Kentucky and Ohio sit – on associational discrimination. Well, that Court must be enjoying its time in the spotlight, because it recently issued another important decision to employers in the region, this time relating to how the term “employer” is defined under Title VII of the Civil Rights Act of 1964.
You’ve heard the expression “The best defense is a good offense.” Well, this is very true in the world of harassment law. For our devoted readers of this blog, we know this is preaching to the choir, but it never hurts to make a quick check of your policies and procedures to ensure that you’re using the best practices to deal with harassment in the workplace.