Last week, we ventured into the scary territory of worker (mis)classification. (Click here to review). We now know that classifying someone as an independent contractor just so we can avoid paying minimum wage, offering benefits, absorbing administrative costs and complying with laws that often feel onerous may be illegal and may land an employer in more hot water than s/he is seeking to avoid in the first place. How do we know if we have correctly classified our workers? That is this week's topic, which follows after the jump...

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