1-Hour Program

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During and after the covid pandemic, companies more than ever rely on the services of overseas independent contractors who are not payrolled employees. Indeed, when a company is not registered to do business in a country, it cannot issue a legal payroll there, so it often defaults to engaging “talent” as so-called “consultants.” These arrangements can be easy to set up on the front end, but they can be hard, risky and expensive to exit, on the back end. Cross-border contractors and “consultants” trigger a number of challenges that, too often, a company might be tempted to try to sweep under the rug.

Please join Donald C. Dowling, Jr., Shareholder at Littler Mendelson P.C. for this fast-paced session that is a one-hour boot camp for engaging, structuring, working with, paying, and then terminating, overseas independent contractors and “consultants.”  He will discuss:

  • The increasing importance of overseas independent contractors and consultants in the post-covid era (5 minutes)
  • Contractor status is not the only option: A list of alternate structures available (15 minutes)
  • An inventory of the legal risks that an overseas independent contractor presents to a principal company back in its home country (20 minutes)
  • Practical strategies for structuring contractors to minimize misclassification risk (20 minutes)


Who should attend:

  • Business operations teams, international HR professionals and lawyers advising companies on cross-border independent contractor and consultant relationships


Credit Details