Help organizations transition 1099 workers into structured payroll models while minimizing co-employment exposure. Retainer services, payrolling, and workforce administration — built for the regulatory realities that keep HR and legal awake.
The cost of workforce misclassification shows up years later — and it’s expensive.
1099 misclassification. Co-employment exposure. Multi-state payroll tax drift. State-specific labor law obligations. Retainer arrangements that weren’t structured properly. These are the risks that sit quietly in the workforce portfolio until a state audit, a disgruntled contractor, or a regulatory inquiry surfaces them.
We help organizations transition 1099 workers into structured payroll models — with W-2 status, payrolling, or Agent of Record structure — while minimizing co-employment risk and staying compliant with multi-state and multi-jurisdiction requirements. Our Workforce Compliance practice handles the administration so HR and legal can focus on higher-value work.
The goal is an environment that’s audit-ready by design — not audit-surprised by accident.
Structured transition of independent contractors into W-2 payrolled workers — with classification analysis, tax registration, and onboarding managed end-to-end.
Engagement structure designed to minimize co-employment exposure. Contracts, supervision boundaries, and worker classification documented against regulatory reality.
Full-service payrolling — tax withholding, benefits administration, unemployment insurance, workers comp, and state-specific obligations handled on your behalf.
Agent of Record and retainer structures for ongoing contractor relationships. Benefits, tax, and administrative obligations managed continuously.
Classification analysis, contract templates, supervision frameworks, and audit-trail documentation — structured for regulatory review.
State-specific tax registration, labor law compliance, and multi-jurisdiction payroll administration — including AB5, state-specific contractor rules, and international engagements where applicable.
Workforce compliance that holds up to your audit standard — background checks, credential verification, classification, tax, and onboarding. Risk managed where it lives.
Current workforce composition reviewed. Classification risk analyzed. Co-employment exposure mapped. State-specific obligations documented.
Engagement structure designed. Contracts drafted. Classification decisions made deliberately and documented. Tax registrations completed.
Payroll run. Tax withholding handled. Benefits administered. State obligations met. Workers onboarded under compliant structure.
Documentation maintained. Compliance posture monitored. State and federal changes tracked. Audit trail stays current — not reconstructed after the fact.
Workforce Compliance is part of every engagement we run — contract staffing, contract-to-hire, direct hire, project teams. The compliance practice doesn’t sit behind a separate vendor contract. It’s embedded in how we engage.
That structural choice matters. When compliance is a separate purchase, it’s usually an afterthought. When it’s embedded, it’s governed from Day One.
A 30-minute consultation with a senior compliance practitioner. We’ll walk through the current workforce composition, the classification risk, and where we’d start the structuring.
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