{"id":27830,"date":"2016-03-09T21:38:41","date_gmt":"2016-03-10T02:38:41","guid":{"rendered":"https:\/\/www.people20.com\/blog\/appeler-quelquun-un-travailleur-autonome-ne-le-rend-pas-necessairement-vrai\/"},"modified":"2026-03-16T10:11:33","modified_gmt":"2026-03-16T14:11:33","slug":"just-calling-someone-an-independent-contractor-doesnt-necessarily-make-it-so","status":"publish","type":"post","link":"https:\/\/www.people20.com\/fr-ca\/blog\/just-calling-someone-an-independent-contractor-doesnt-necessarily-make-it-so\/","title":{"rendered":"Appeler quelqu\u2019un un travailleur autonome ne le rend pas n\u00e9cessairement vrai"},"content":{"rendered":"<p>Dans le march\u00e9 concurrentiel des talents d\u2019aujourd\u2019hui, de nombreuses organisations engagent des travailleurs comme travailleurs autonomes. Les entreprises strat\u00e9giques ont un processus coh\u00e9rent pour classer correctement les travailleurs. Malheureusement, beaucoup d\u2019entreprises prennent des d\u00e9cisions ponctuelles, ou pire encore, n\u2019ont aucune supervision, ce qui permet aux gestionnaires de mal classer les travailleurs et expose l\u2019entreprise \u00e0 des risques importants. Certaines entreprises font cela sciemment pour \u00e9conomiser de l\u2019argent ou parce que le travailleur ind\u00e9pendant les y a forc\u00e9s, d\u2019autres le font davantage par ignorance concernant la classification correcte des travailleurs.   <\/p>\n<p><!--more--><\/p>\n<p>La motivation \u00e9conomique de classer les individus comme travailleurs ind\u00e9pendants plut\u00f4t qu\u2019employ\u00e9s est importante. Classer un travailleur comme travailleur autonome (parfois appel\u00e9 1099 dans l\u2019industrie en raison du formulaire de d\u00e9claration fiscale de fin d\u2019ann\u00e9e du m\u00eame nom) peut apporter des avantages \u00e9conomiques importants \u00e0 une entreprise. Cette option est particuli\u00e8rement attrayante pour les start-ups ou les d\u00e9partements \u00e0 budget serr\u00e9 qui manquent souvent de liquidit\u00e9s pour payer des salaires et des avantages sociaux, mais qui ont tout de m\u00eame des besoins importants pour accomplir leur travail.  <\/p>\n<p><strong>Le statut de travailleur autonome reste valide, tant que vous le faites correctement.<\/strong><\/p>\n<p>Lorsque des travailleurs autonomes qualifi\u00e9s effectuent leurs services, votre entreprise n\u2019est pas responsable des retenues d\u2019imp\u00f4t, ni de l\u2019indemnisation des travailleurs ou de l\u2019assurance-ch\u00f4mage, et n\u2019a pas \u00e0 respecter les r\u00e8glements sur les salaires et les heures (comme le paiement du salaire minimum ou des heures suppl\u00e9mentaires). C\u2019est cette partie de l\u2019\u00e9quation qui pousse de nombreuses organisations \u00e0 mal classer les travailleurs. Cependant, si vous le faites mal, la classification des travailleurs ind\u00e9pendants comporte des risques et comporte beaucoup de responsabilit\u00e9s juridiques potentielles.  <\/p>\n<p>De nombreuses agences provinciales et f\u00e9d\u00e9rales se soucient de la classification correcte des travailleurs. Ce n\u2019est pas seulement un effet secondaire du d\u00e9sir de percevoir tous les imp\u00f4ts d\u2019emploi qui leur sont d\u00fbs, mais aussi de vouloir s\u2019assurer que les travailleurs b\u00e9n\u00e9ficient de toutes les protections et avantages <a href=\"https:\/\/www.people20.com\/fr-ca\/blog\/the-definitive-guide-to-workforce-compliance-mastery\/\">au travail<\/a> auxquels ils ont droit. <\/p>\n<p>Le 15 juillet 2015, le DOL a publi\u00e9 une <a href=\"http:\/\/www.dol.gov\/whd\/workers\/misclassification\/ai-2015_1.htm\">interpr\u00e9tation de l\u2019administrateur<\/a> de 15 pages dans laquelle l\u2019agence a renforc\u00e9 sa position selon laquelle la plupart des travailleurs devraient \u00eatre consid\u00e9r\u00e9s comme des employ\u00e9s, et non comme des travailleurs ind\u00e9pendants. Le bulletin pr\u00e9cise que le DOL consid\u00e8re que la grande majorit\u00e9 des travailleurs class\u00e9s comme travailleurs autonomes sont en fait des employ\u00e9s mal class\u00e9s et que les entreprises enfreignent la loi en classant de mani\u00e8re inappropri\u00e9e ces travailleurs comme travailleurs ind\u00e9pendants. Cette action proactive du DOL illustre les risques auxquels font face les entreprises qui \u00ab ne font pas bien \u00bb lorsqu\u2019elles classent les employ\u00e9s comme travailleurs autonomes.  <\/p>\n<p>Le d\u00e9partement du Travail des \u00c9tats-Unis (DOL) et l\u2019Internal Revenue Service surveillent et appliquent tous deux la mauvaise classification des travailleurs. Le DOL a \u00e9galement des ententes avec 26 \u00c9tats pour partager des informations d\u2019audit sur les travailleurs mal classifi\u00e9s. De plus, les entreprises peuvent aussi faire l\u2019objet de poursuites civiles intent\u00e9es en vertu de la Loi sur les normes de travail \u00e9quitables (FLSA), qui r\u00e9git les paiements de salaire et d\u2019heures suppl\u00e9mentaires, sans parler d\u2019un r\u00e9seau complexe de lois et r\u00e8glements sur l\u2019emploi des \u00c9tats.  <\/p>\n<p>La bonne classification et l\u2019engagement des travailleurs devraient \u00eatre une pr\u00e9occupation pour toute entreprise qui fait appel \u00e0 des travailleurs ind\u00e9pendants pour accomplir un travail essentiel. Clairement, le DOL et plusieurs agences \u00e9tatiques ont fait de la lutte contre la mauvaise classification des travailleurs ind\u00e9pendants une priorit\u00e9. Leur objectif est d\u2019assurer un flux constant de taxes sur la masse salariale et de financement de leurs syst\u00e8mes d\u2019indemnisation de ch\u00f4mage. Heureusement, vous avez un <a href=\"https:\/\/www.talentwave.com\/\">expert<\/a> \u00e0 vos c\u00f4t\u00e9s.   <\/p>\n","protected":false},"excerpt":{"rendered":"<p>Dans le march\u00e9 concurrentiel des talents d\u2019aujourd\u2019hui, de nombreuses organisations embauchent des travailleurs comme travailleurs autonomes. Les entreprises strat\u00e9giques ont un processus coh\u00e9rent pour classer correctement les travailleurs. Malheureusement, plusieurs entreprises prennent des d\u00e9cisions ponctuelles, ou pire encore, n\u2019ont aucune supervision, ce qui permet aux gestionnaires de mal classer les travailleurs et expose l\u2019entreprise \u00e0 des risques importants. Certaines entreprises le font sciemment [&#8230;]<\/p>\n","protected":false},"author":1,"featured_media":27453,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[1987,1163,1227,1910,1943,1231,1235,1239,1203,1215],"tags":[1467,1591,1655,1683,1631,1363,1687,1679,1675,1615,1371],"class_list":["post-27830","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-attenuation-des-risques-de-conformite","category-blog-fr-ca","category-compliance-fr-ca","category-conformite-de-la-main-doeuvre","category-conformite-des-travailleurs-autonomes-ic","category-consulting-fr-ca","category-contracting-fr-ca","category-mass-talent-fr-ca","category-practice-areas-fr-ca","category-workforce-management-fr-ca","tag-1099-economy-fr-ca","tag-core-services-fr-ca","tag-independent-contractor-ic-compliance-fr-ca","tag-pa3-fr-ca","tag-mitigating-compliance-risks-fr-ca","tag-our-services-fr-ca","tag-pa4-fr-ca","tag-pa2-fr-ca","tag-pa1-fr-ca","tag-workforce-classification-and-payroll-fr-ca","tag-workforce-compliance-fr-ca"],"acf":[],"yoast_head":"<!-- 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