The story is all too familiar. A company engages the services of an individual as an independent contractor. In reliance on this type of relationship, the company does not deduct payroll taxes from compensation amounts paid, does not pay the individual overtime, does not provide company benefits, and takes other positions consistent with the existence of an independent contractor arrangement. Several months or even years later, taxing authorities and/or other governmental agencies notify the company that the individual has been misclassified…
