As service professionals, it’s not always possible to do 100% of the work that needs to be done. We need assistants and associates and people to help us!

Legally speaking there are so many rules that cover our relationships with workers – employment law is a huge body of federal and state laws, and that’s not to mention tax law. I know it can be daunting for a small company to deal with.

For now, I’d like you to think about it in two ways.

First, the structure of the relationship between you and the worker. This covers topics such as whether they are designated as employees or independent contractors, the amount and frequency of pay, the hours of work, responsibilities and duties – and so on. It’s the typical stuff you know you need to cover.

This second part may be something you haven’t thought of yet. It’s the structure of your relationship with your clients and how you need to protect them.

For example, many times we’re dealing with the sensitive, or at least confidential, information of our clients. Our workers will have knowledge of or access to this information – how do we protect it and meet our obligations to the client?

Another issue may involve the creations you may produce for your clients- if your workers create them, do your clients own them? It depends.

One we hear often involves after an employment relationship ends – does the worker have the right to continue to have contact with your clients?

The answers to these questions are never a one-size-fits-all solution. They all depend on the circumstances. The process starts with becoming aware that you have responsibilities that should be covered in contracts with your workers.

The next steps are to define those responsibilities in your worker contracts. If you think you may like our help with those steps, call us at 904.860.3111 or visit our website at TheLegalDepartment.LAW.