Connecticut employers with workers classified as independent contractors understand the thin line that often exists between determining whether an individual is properly defined as an employee or an independent contractor.  What many employers may not know is how severe a penalty they can pay for misclassifying employees as independent contractors, even where unintentional.   


Employers in the construction industry should not be surprised if the Department of Labor comes knocking at their door in the near future.  Recently, the Hartford office of the U.S. Department of Labor’s Wage and Hour Division announced an enforcement initiative to identify and eliminate wage and hour violations through increased compliance with the federal