HR professionals or owners are faced with my conflicting HR questions or situations everyday and how to solve the issues can vary depending on who you ask. Many business owners or HR professionals often ponder the same question, “Is there an agency or source where I can go to get guidance or assistance on these HR issues?”. Well now there is a solution! www.HumanResourceBlog.com is now available for any HR professional to come and share their thoughts, questions, or issues and to openly discuss the situation or issue at hand. Where else would you be able to go to find a community or center that has professionals sharing your same common problems and also having suggestions for you to possibly consider. Like they say, two brains is better than one. In this particular case, it’s two professionals better than one!
www.HumanResourceBlog.com has a goal to build a community strictly for HR professionals all across the states to be able to post and receive answers from actual professionals in the same situation or have the knowledge to possibly guide you to answer. State laws vary from state to state. If your organization operates in multi-states, this is the place for you. www.HumanResourceBlog.com does not limit the answer to any particular state or topic. It does not have boundaries and/or limitations in the state the question is deriving from. If you are seeking an answer to your HR question, www.HumanResourceblog.com will be the solution!
Answers are posted daily from Real HR experts that are emailed the questions instantly. There is no automation to the postings of answers. The website is strictly for owners, HR professionals, supervisors and managers to post their HR related issues, questions, or concerns. Post your questions today! The web site is not intended for employees to post employee related questions.
Come join and lets build an HR Community together.
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In the state of North Carolina, the state labor laws do not require that employers report their independent contractors when they report their employees when it comes to new hires. Independent contractors are typically defined as people you are paying for a one-time service, and that service usually does not have anything to do with the primary purpose of your business. Say, you own an ice cream store (can you tell I am hungry?), and you need your employee bathroom renovated in that ice cream store. The person you hire to do that construction on your ice cream store most likely would be considered an independent contractor in North Carolina.
Why? Basically, that bathroom renovation does not have to deal with the primary purpose of your business, which is the making and selling of ice cream and other delicious treats. So when you pay that builder a lump sum of money to repair your bathroom, you are essentially hiring him as an independent contractor and in the state of North Carolina would not have to report him to the state for new hiring purposes.
Of course, all employees that have to deal with the primary purpose of your business—you have to report them to the state when you first hire them. So the kids that scoop out and serve your ice cream, and the ice cream makers you hire, they all would need to be reported when you first hire them. If one of those ice cream scoopers takes off for the second semester of the school year to get better grades, when they returned to work for you in the summer, you would have to report them again to the state as a new re-hire.
How can you make sure to report all of this information properly? Read on, and hopefully I can help you out today.