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Many companies around the world employ Independent Contractors (ICs), often to work in a variety of roles that may fall outside the traditional employment model. In many cases, this is simply a practical decision. Contractors are cheaper and more flexible than full-time employees, allowing businesses to save money while also avoiding some of the employment related costs, such as offering full benefits or providing a regular salary. But there is a downside to this approach. When an organization classifies its workforce as Independent Contractors rather than employees, it can create a huge headache for itself down the road if an employment or tax audit reveals that the workers should actually have been classified as employees. The key differences are not always straightforward or clear-cut, and many organizations struggle with how to determine which workers should be classified as Independent Contractors rather than employees. To make things even more complicated, different countries sometimes have different rules about who should be considered an employee versus a contractor. Our global hiring Checklist can keep you on track, helping you navigate international labor laws and avoid costly misclassification issues. DOWNLOAD it Today to learn more.