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As lawyers, we spend most of our days sitting at a desk, working on a computer. And while our ever-expanding concern over our ever-expanding "office chair ass" is legitimate, there are more important things at stake -- like our health.
Are you thinking about hiring your first (or next) contract attorney? How can you be sure that he or she is actually an independent contractor and not an employee? The IRS has compiled a list that can help.
Misclassifying your worker as an independent contractor can lead to some dire consequences. In one case, a law firm had to pay $160,000 when it failed to prove that its so-called "contract" attorneys were truly independent contractors, according to the Oregon State Bar.
So, while hiring a contract attorney may seem like a good idea in these penny-pinching times, you'll want to be careful in how you treat and classify them:
Last week we discussed tips and considerations for hiring your first employee. Suppose you already cleared that hurdle and you have a team of administrative staff and paralegals. What if you're ready for the next hurdle -- adding attorneys to your team?
A good way to test the waters is by hiring a contractor. So, here are five reasons why you should consider hiring a contract attorney to grow your small practice.
You've been working as a solo-attorney for a while, but it may be time to actually take the leap and become an employer. Since you need to concentrate on your clients, and billing those hours, you should find someone to help you with administrative tasks like copying and filing and answering phones.
Maybe you want to take it a step further and have someone assist you with drafting letters and research. So now what?
You'd think, being a solo practitioner, that you wouldn't have to do anything to prepare for the upcoming Obamacare deadlines.
Though your mandated duties, per the Affordable Care Act, are minimal as a small business/sole practitioner, there are a few things you need to do in the near future in order to avoid penalties and taxes.
Though Congress is still trying to defund the Affordable Care Act, a/k/a Obamacare, for the bazillionth time, it's slated to go into effect on October 1st. As a small business, you may or may not have obligations to fulfill in a few weeks.
After reviewing the official informational site HealthCare.gov, we decided to clear away the clutter to let you know how you might prepare for the upcoming changes. Depending how you answer the following two questions, you will have different responsibilities.
With all the focus on your online and offline marketing strategies, case management, and overseeing your staff, one thing that often falls by the wayside is overhead. Introductory discounts to things like research services and Internet access have expired, hiking your monthly rates. The costs of consumables, such as printer cartridges for your six-year-old laser printer have skyrocketed due to planned obsolescence. Your budget is bleeding from a thousand paper cuts.
Now is the time to cut back, but where do you start? Here is a list of three areas that could cut your overhead, from managing your staff to adopting new technology.
The New York Times recently ran an opinion piece about the significant costs of child care, and its effect on families. It told the
horror stories of various women and their experiences with finding safe, affordable daycare. The problem is, affordable daycare doesn't appear to exist.
One woman, an attorney, earns 50 cents in a biweekly pay period after paying for a nanny and private preschool, after a horrible experience with a "safe, affordable" in-home daycare. Yes, you read that right -- fifty cents -- as in two quarters. (Insert many expletives here).
Finding good help is always difficult, and sometimes a few bad apples can ruin things for you. But you can't avoid the inevitable -- at some point you'll need to hire a paralegal. You just can't do everything yourself.
So here are some quick, easy tips on how to spot, and hire a great paralegal.