BLENDED WORKFORCE MODEL
The new Blended Workforce Model integrates PERMANENT,CONTRACT and CONTRACT-TO-DIRECT HIRE as a deliberate business strategy.

In this model, our clients typically staff their Training Department with a small core of ISD,E Learning, LMS / LCMS professionals as PERMANENT employees which is then supported by a larger outer ring of CONTRACT and CONTRACT-to-DIRECT HIRE ISD, E Learning, LMS / LCMS professionals.

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Consider staffing with CONTRACTORS & CONTRACT-to-DIRECT HIRES
To learn more about our PRICING & BILLABLE COST PER HOUR QUOTE
Typical assignment lengths and options available to our corporate clients for the services of our ISD, E Learning and LMS / LCMS CONTRACT and CONTRACT-to-DIRECT HIRE professionals include the following:
Minimum length of contracts
  • Minimum 3 months
  • 6 months
  • 12 months
Our contract Clients have options
  • Cancel at any time – no penalty
  • Replace contractor
  • Extend contract
  • Convert to Permanent employee
Contractor or Contract-to-Director Hire { W-2 vs 1099}
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All of our Contract and Contract -to-Direct Hire candidates become W-2 employee’s of our “back office” administrative service provider and are assigned to provide contract services to our Client Companies.The potential problem of worker misclassification will likely get worse due to the Affordable Care Act (ACA) “employer mandate provision.” A safe way to be in compliance, and reduce cost and liability is to utilize contractors who are the legal (W-2) employees of our “back office” provider.The contractors would then count towards the “back office’s” headcount, not the company’s, making ACA compliance the responsibility of our “back office” provider. Just be sure to align yourself with a contract staffing “back office” provider that is ACA compliant, such as our “back office” administrative service provider TOP ECHELON CONTRACTING who have been in business twenty plus years.This is for informational purposes only and should not be construed as legal advice.
There are many “positives” for contractors paid via W-2
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For more information, go to
www.irs.gov/Businesses/Small-Businesses-&-Self-Employed/Independent/Independent-Contractor-(Self-Employed)-or-Employee

HERE ARE A FEW:
  • Eliminates IRS Audit “red flags” due to 1099 status
  • Paid weekly, with option of direct deposit
    Access to medical, vision, dental, and life
    insurance,401(k)
  • Eligible for unemployment insurance
  • Covered under Workers’ Compensation
  • Federal, state, and local income tax are withheld and remitted
  • W-2 employer will pay for half of the Social Security Tax
  • W-2 employer will pay half of the Medicare taxes
  • 1099 contractors pay all the SS tax and Medicare tax