Hi friends!
Today, IāmĀ simply focusingĀ on the one thing that can literally de-rail your business in a heartbeat if not given proper attention ā employment law. Thatās right, correctly classifying people you work with is super important to the health and safety of your small business.
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Iām not going to sit over here and pretend like Iām the expert on this. Far from it!Ā In complete transparency, Iām personally working through this sameĀ topicĀ regularlyĀ ā to make sure ourĀ team is set up properly,Ā to protect allĀ we haveĀ built together via Chancey Charm. So, please donāt think that this post is from a place of āhaving itĀ all togetherā.Ā Employment law is a topicĀ Iāve REALLY struggled through for years, and Iām hoping, we can navigate this togetherĀ inĀ the years ahead. BecauseĀ Collaboration Over CompetitionĀ is not just a phrase Iām casually a fan of.Ā Itās something I strive to live out daily with my team and every small business owner I interact with.
SinceĀ Iām not an expert, Iāll let the lawyer do theĀ talkinĀ here, by sharing this fabulous article on Employment Law, that I stumbled across and this one by my friend at Engaged Legal.
Iāve been talking withĀ my husbandĀ a lot about employment lawĀ (having a husband who owns aĀ staffing companyĀ is actually paying offĀ yāall!) andĀ he helped me process theĀ followingā¦
Here are a fewĀ basic thingsĀ to look forĀ if youāreĀ using anĀ independent contractor:
An IC needs to have their own business license.
An IC needs to have their own proof of insurance.
An IC needs to determine their own rate for their services.
An IC needs to invoice you from their business for projects completed for you ā aka their invoicesĀ shouldĀ be project based. (read more about this in the article above)
If youāre looking to purchase an independent contractor contract, these are my go-to recommendations for great contract templates:Ā Annette StepanianĀ &Ā Christina Scalera
And finally, as always, I think that this, above almost anything else in your business ā is 150% worth chatting with a local lawyer about, to make sure youāre within state regulations for interns, assistantsĀ andĀ planners on your team. Especially since, eachĀ state hasĀ different employment laws.
I know that working through all of the details of clarifying + setting things up properly can be exhausting.āĀ Ā Yāall, I REALLY do get it. But, I promise, itās worth the time + energy when you can sleep at night knowing youāve protected all youāve built to the best of your ability.
Cheers To A Better Business!
Sarah Chancey
Founder, Creative Director at Chancey Charm
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Ā Disclaimer: Occasionally I do share an affiliate link in my content. This means that if you click a link and purchase a product, I receive a little bit in return. This allows me to keep creating quality, free content. But, please know that I only share things I absolutely believe in! In reference to the advice given in this email, this is not professional legal counsel, but is rather a conversation for educational purposes, in the spirit of community over competition. I highly recommend hiring a licensed attorney to clarify local employment laws for your small business. Chancey Charm LLC and Sarah Chancey are not legally responsible for the accuracy or success of the content shared in this email or post, as employment law is constantly changing.
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