On September 11th the California Legislature passed Bill AB5, which essentially modifies the test by which workers are assessed to determine their proper classification – independent contractor or employee. For years California has used the common law test to determine a worker’s classification. The common law test, AKA the IRS guidelines is a 20-factor test. AB5’s passage allows the State … Read More

As the gig economy motors along, States are still scrambling to address it from a regulatory perspective.

In any worker classification investigation, at some point, the investigator or auditor is going to interview your Independent Contractors.

What appears at first glance to be a rather simple and innocent question for most business owners to answer, carries with it such incredible importance.

Even the most compliant operations can have the worker relationship called into question, for any number of reasons.

There is a real need to be proactive with compliance when it comes to local, State and Federal regulatory law.

For transportation companies, ensuring drivers that work with them receive accurate and timely settlements is incredibly important.

Insuring one’s business can be more complicated than most small business owners care to admit.

Enrollment and screening merit equal attention with the increasingly high cost of acquiring a new driver.

Recruiting qualified drivers is one of the most difficult problems facing transportation companies in today’s market.

We’re excited to announce that Delivery Drivers Inc. will be the administrator of driver management for Spark, Walmart’s new pilot delivery platform.

If your business relies on Independent Contractors to fulfill deliveries, you need to know the 4 main causes of worker reclassification and how to avoid them.