Canadian business expansion to the U.S. and Buffalo Niagara typically includes hiring a U.S.-based employee.Perhaps this will be an operations person, charged with getting the U.S. site going, or perhaps it will be a sales employee tasked with growing the U.S. customer base.Either way, consider these items before you find your perfect candidate.Don’t lose your top choice U.S.-based employee because of a delay in the logistics of becoming a U.S. employer!
In many ways, the strength of the Buffalo Niagara resurgence, the momentum we felt here on the ground, and the story being talked about by economic developers, expats, NFL fans, and many others across the country was validated by the 2021 calendar year. Our region routinely entered itself into the national and even global conversation with significant project developments, innovations, and largescale transformations.
Since 1999, Invest Buffalo Niagara has assisted 414 businesses expand or startup in the region, attracting or retaining 45,528 jobs and $6.09 billion in capital investment. Here's a look at two of our 65 advanced business services past wins and where they are now.
Over the last few years M&T Bank has committed to a technology transformation. In doing so, M&T Bank committed to creating 1,000 tech jobs in Buffalo Niagara, coalescing its new and existing tech talent in the newly redeveloped Seneca One Tower in downtown Buffalo.
Although challenging in the face of the Covid-19 pandemic, the 2020-21 fiscal year was a very successful one for Invest Buffalo Niagara (InBN). Our work resulted in 14 companies relocating or expanding in Buffalo Niagara, creating 725 jobs and investing $447,208,300.
Buffalo Niagara has a rich history of manufacturing success. As an important industry in our economy, manufacturing companies have a plethora of resources available in our region to help their manufacturing companies grow and evolve. The Shift program through Buffalo Manufacturing Works is one of those great programs.
Treating workers as independent contractors has many benefits for employers, including avoiding the cost of payroll taxes and benefits and not having to deal with the administrative requirements associated with employees. These benefits make independent contractor status an attractive alternative to classifying a worker as an employee, if the worker meets the legal tests for independent contractor status. Unfortunately, many employers mistakenly believe that simply calling a worker an independent contractor or having the worker sign an “independent contractor agreement” satisfies the legal requirements for independent contractor status. Rather, whether a worker is properly classified as an independent contractor or employee depends on the nature of the relationship between the worker and the company as determined under applicable law. Employers who misclassify a worker as an independent contractor face significant federal and state monetary liabilities and penalties. These penalties can be imposed not only on the company but also on the individuals responsible for the misclassification. Therefore, an employer must conduct a careful analysis before classifying a worker as an independent contractor.