Virginia Employee vs. Independent Contractor Disputes: Navigating Complex Classification Challenges

For businesses and individuals alike, the distinction between an employee and an independent contractor in Virginia is far more intricate than simply signing a contract. This classification carries profound legal, financial, and operational implications. As a senior attorney at Law Offices Of SRIS, P.C., with over two decades of experience navigating these complex legal waters, I’ve witnessed firsthand the challenges and significant risks that arise when this fundamental distinction is blurred or misapplied. Understanding the nuanced legal tests and the severe consequences of misclassification is not merely a compliance issue; it is a critical pillar of sound business practice and individual rights protection.

Independent contractor disputes in VA MD are increasingly common, driven by evolving work models and heightened regulatory scrutiny. While a primary focus on Virginia law is crucial, the federal overlay and sometimes cross-border nature of modern business mean that an employment contract lawyer must possess a comprehensive understanding of how these classifications are evaluated by state agencies, federal bodies, and the courts. This article delves into the intricacies of employee versus independent contractor classification, outlining the legal framework, potential consequences, and strategic approaches for both businesses seeking to ensure compliance and individuals believing they have been misclassified.

The Grave Consequences and Stakes of Misclassification

Misclassifying a worker as an independent contractor when they legally qualify as an employee can lead to severe and far-reaching penalties for businesses in Virginia, while simultaneously depriving workers of essential protections and benefits. This is not a mere technicality; it strikes at the core of labor law compliance and worker welfare.

The stakes in employee independent contract disputes VA MD are extraordinarily high. For businesses, incorrect classification can result in substantial financial liabilities, including:

• Back Wages and Overtime: Under the Virginia Wage Payment Act (Virginia Code § 40.1-29) and the federal Fair Labor Standards Act (FLSA), misclassified workers may be entitled to unpaid minimum wages, overtime pay (at 1.5 times their regular rate for hours over 40 in a workweek), and liquidated damages.
• Unemployment Insurance Contributions: Businesses could face penalties for unpaid unemployment taxes to the Virginia Employment Commission (VEC) under the Virginia Unemployment Compensation Act (Virginia Code § 60.2-100 et seq.), plus interest and statutory fines.
• Workers’ Compensation Premiums: Non-compliance with the Virginia Workers’ Compensation Act (Virginia Code § 65.2-100 et seq.) can result in businesses being held liable for medical expenses, lost wages, and permanent disability benefits if a misclassified worker is injured on the job, without the benefit of insurance coverage.
• Payroll Taxes: Businesses may owe back FICA taxes (Social Security and Medicare), federal unemployment taxes (FUTA), and state income tax withholding that should have been deducted from employee wages. The IRS can impose significant penalties for unpaid taxes.
• Employee Benefits: Misclassified workers may pursue claims for benefits they would have received as employees, such as health insurance, retirement contributions, paid time off, and other employer-sponsored benefits.
• Fines and Penalties: Beyond back payments, state and federal agencies can levy substantial fines for each misclassified worker and for each instance of non-compliance. These can accumulate quickly.
• Legal Fees and Litigation Costs: Defending against misclassification claims, whether from individual workers or government agencies, is often a prolonged and expensive process, involving extensive discovery, expert testimony, and court proceedings.
• Reputational Damage: Public findings of misclassification can severely tarnish a business’s reputation, impacting its ability to attract talent, retain customers, and secure investments.

For workers, misclassification means being denied fundamental rights and protections that employees enjoy, including:

• Eligibility for unemployment benefits after job loss.
• Coverage under workers’ compensation for job-related injuries.
• Protection under minimum wage and overtime laws.
• Rights under anti-discrimination statutes.
• Access to employer-sponsored benefits like health insurance and retirement plans.
• The employer’s share of FICA taxes, placing a greater tax burden on the worker.

Given these serious ramifications, both businesses and workers in Virginia must approach employee independent contract disputes with a clear understanding of the law and a seasoned legal strategy.

The Legal Process: Navigating Classification Disputes in Virginia

The legal process for addressing employee versus independent contractor disputes in Virginia is multifaceted, often involving administrative investigations, state court litigation, and sometimes federal agency intervention. Understanding this pathway is crucial for both businesses defending their practices and individuals seeking to assert their rights.

When a dispute arises concerning worker classification, it typically unfolds through one or more of the following channels, involving various key agencies and courts:

1. Agency Investigations and Determinations

• Virginia Department of Labor and Industry (DOLI): If a worker files a complaint alleging unpaid wages (e.g., minimum wage or overtime) due to misclassification, DOLI may initiate an investigation under the Virginia Wage Payment Act. DOLI has the authority to investigate wage claims and can order employers to pay back wages and penalties.
• Virginia Employment Commission (VEC): The VEC handles claims for unemployment benefits. If a worker applies for benefits and their eligibility is disputed based on their “independent contractor” status, the VEC will investigate the true nature of the employment relationship. The VEC uses specific tests to determine if an employer owes unemployment insurance contributions and if a worker is eligible for benefits. Their determination can have significant implications for both parties.
• Virginia Workers’ Compensation Commission (VWC): If a worker suffers a job-related injury and their employer denies workers’ compensation coverage by claiming independent contractor status, the VWC will conduct a hearing to determine the worker’s true classification. The VWC applies its own “right to control” test to assess the employment relationship.
• Internal Revenue Service (IRS): Although a federal agency, the IRS’s classification determination for tax purposes (using its 20-factor test, now simplified) is highly influential. Misclassification can trigger IRS audits, leading to significant back tax liabilities and penalties for employers.
• U.S. Department of Labor (DOL): Another federal agency, the DOL, particularly its Wage and Hour Division, enforces the Fair Labor Standards Act (FLSA). If a worker files a complaint regarding unpaid minimum wage or overtime, the DOL can investigate. Their interpretation of worker classification (often using the “economic realities” test) is critical for FLSA compliance.

2. State Court Litigation

• Virginia Circuit Courts: These courts handle general civil litigation and are the primary venue for direct lawsuits alleging misclassification. Workers may sue for breach of contract, unpaid wages, overtime, benefits, and damages. Businesses might initiate declaratory judgment actions to affirm a worker’s contractor status. Appeals from administrative agency decisions (VEC, VWC) also typically proceed to the Circuit Courts.
• Virginia General District Courts: For smaller monetary claims, particularly wage disputes that fall below the Circuit Court’s jurisdictional threshold, General District Courts may be involved. However, the complexity of misclassification cases often pushes them to Circuit Court.

3. Federal Court Litigation

• Cases involving federal laws like the FLSA or those with parties from different states (diversity jurisdiction) may be filed in federal district courts in Virginia (e.g., Eastern District of Virginia, Western District of Virginia). Class action lawsuits challenging widespread misclassification are also often brought in federal court.

Throughout these processes, the legal system in Virginia primarily relies on common law principles, specifically the “right to control” test, to determine worker classification. This test examines the degree of control an employer has over the worker’s performance, the financial aspects of the relationship, the permanency of the relationship, and the services performed as an integral part of the business. Each case is highly fact-specific, making experienced legal representation indispensable.

The SRIS Virginia Contractor Classification Clarity Checklist Tool

Ensuring proper worker classification is paramount for Virginia businesses to avoid costly disputes and penalties. The SRIS Virginia Contractor Classification Clarity Checklist is a practical, step-by-step guide designed to help businesses assess their relationships with independent contractors against key legal criteria, mitigating misclassification risks.

As a senior attorney, I have observed that many businesses, even with the best intentions, inadvertently fall into misclassification traps. This often stems from a misunderstanding of the subtle yet critical factors that legal bodies consider when determining worker status. The SRIS Virginia Contractor Classification Clarity Checklist is a tool we’ve developed to help you proactively evaluate your contractor relationships.

How to Use the SRIS Virginia Contractor Classification Clarity Checklist:

This checklist is not a substitute for legal advice, but a powerful first step in risk assessment. Answer each question honestly, considering the reality of the working relationship, not just what a contract states. A preponderance of “Employee Indicators” suggests a high risk of misclassification.

1. Behavioral Control: Does the Company Control or Have the Right to Control What the Worker Does and How the Worker Does It?
   • Does the company provide detailed instructions on *how* to do the work?
   • Does the company provide training to the worker?
   • Does the company dictate work hours or location (beyond project deadlines)?
   • Is the worker required to perform services in a particular sequence or order?
   • Does the company furnish the tools, equipment, or supplies?
   • Is the worker restricted from working for other companies or clients?
   • Is the worker supervised by company personnel?

   Employee Indicator: Yes to most of these. Independent Contractor Indicator: Worker controls methods, sets own hours, uses own tools, no direct supervision.

2. Financial Control: Does the Company Control the Business Aspects of the Worker’s Job?
   • Is the worker reimbursed for business and travel expenses?
   • Does the worker have significant investment in facilities or equipment used for the work?
   • Is the worker paid a regular salary or hourly wage, regardless of output?
   • Does the worker incur un-reimbursed expenses that could lead to a loss?
   • Is the worker available to the general public for similar services?
   • Does the worker primarily work for one company?

   Employee Indicator: Yes to reimbursement, no significant investment, regular pay, not available to public. Independent Contractor Indicator: Incurs risk of loss, makes services available to public, provides own equipment, paid by project.

3. Type of Relationship: What is the Nature of the Relationship Between the Parties?
   • Is there a written contract explicitly stating independent contractor status? (Note: A contract alone is not determinative).
   • Is the relationship intended to be ongoing and permanent?
   • Are employee benefits (health insurance, pension, paid leave) provided?
   • Is the worker’s service a key aspect of the company’s regular business activity?
   • Does the worker provide services that are integral to the company’s business operations?
   • Is the worker free to hire their own assistants?

   Employee Indicator: Relationship is indefinite, benefits provided, work is integral. Independent Contractor Indicator: Fixed term contract, no benefits, work is distinct from core business, can hire subs.

4. Tax Implications: How are Taxes Handled?
   • Does the company issue a W-2 form at year-end?
   • Does the company issue a 1099-NEC form at year-end?
   • Are FICA taxes (Social Security and Medicare) withheld by the company?

   Employee Indicator: W-2, FICA withheld. Independent Contractor Indicator: 1099-NEC, responsible for self-employment taxes.

By using this checklist, you can gain a clearer perspective on your risk exposure and identify areas where adjustments may be necessary. Remember, the true nature of the relationship, not merely the label, will determine classification under Virginia and federal law.

Legal Strategies & Defenses in Classification Disputes

Successfully navigating employee independent contract disputes requires a robust legal strategy, whether you are a business defending your classification practices or a worker seeking to assert your rights. Proactive measures and informed legal representation are crucial for achieving a favorable outcome.

Strategies for Businesses:

1. Proactive Compliance Audits: Regularly audit your independent contractor relationships using tools like the SRIS Virginia Contractor Classification Clarity Checklist. Identify and address potential misclassification risks *before* they lead to disputes or agency investigations.
2. Clearly Defined Contracts: While not determinative, a well-drafted independent contractor agreement is essential. It should accurately reflect the independent nature of the relationship, detailing deliverables, payment terms, and the contractor’s control over their work methods. However, ensure the actual working conditions align with the contract.
3. Operational Alignment: Ensure that the day-to-day reality of the work relationship aligns with the intended independent contractor status. Avoid providing excessive supervision, dictating work hours, supplying tools (unless industry standard for contractors), or integrating the contractor too deeply into your core operational structure in a way that mirrors an employee.
4. Educate Managers: Train managers and supervisors on the nuances of independent contractor relationships to prevent inadvertent actions that could undermine a contractor’s status (e.g., treating them like an employee, providing performance reviews).
5. Document Everything: Maintain thorough records of contracts, invoices, communications, and evidence that supports the independent contractor relationship. This documentation is invaluable in defending against claims.
6. Legal Counsel Engagement: When in doubt, or when a dispute arises, immediately engage seasoned legal counsel. An employment contract lawyer can provide a realistic assessment of your position, negotiate with claimants or agencies, and represent your interests in litigation.

Strategies for Workers:

1. Document the Relationship: Keep detailed records of your work hours, how you were paid, instructions received, who provided tools or equipment, and any communication that demonstrates the employer’s control over your work.
2. Understand Your Rights: Familiarize yourself with the basic definitions of employee and independent contractor status under Virginia and federal law. Recognize the benefits and protections you might be missing out on.
3. Assess Potential Claims: Consider what you might be owed, such as unpaid minimum wage, overtime, unemployment benefits, or workers’ compensation. Gather any evidence of lost benefits or damages.
4. Seek Legal Advice Promptly: If you believe you’ve been misclassified, consult an employment contract lawyer without delay. Statutes of limitations apply to many claims, so timely action is critical.
5. Weigh Your Options: An attorney can help you determine the best course of action: filing a wage claim with DOLI, pursuing unemployment benefits through the VEC, filing a workers’ compensation claim with the VWC, or initiating a private lawsuit in state or federal court.
6. Be Prepared for Investigation/Litigation: Understand that classification disputes can involve thorough investigations, interviews, document requests, and potentially administrative hearings or court trials.

Whether you are a business aiming for robust compliance or a worker asserting your rightful status, a clear understanding of the legal landscape and the strategic guidance of Law Offices Of SRIS, P.C. are your most valuable assets.

Common Mistakes to Avoid in Classification Disputes

Misclassification disputes often arise from common misunderstandings and procedural errors. Avoiding these pitfalls is crucial for both businesses seeking to maintain compliance and workers aiming to protect their rights in Virginia.

1. Relying Solely on the Contract: A common and significant error is believing that merely labeling someone an “independent contractor” in a written agreement is sufficient. Courts and agencies will look beyond the contract to the actual working relationship to determine classification based on legal tests.
2. Failing to Align Practice with Policy: Businesses often have written policies for independent contractors, but daily operations might contradict these. Managers treating contractors as employees (e.g., dictating lunch breaks, providing daily oversight) can undermine a valid independent contractor relationship.
3. Ignoring Behavioral Control: The “right to control” is often the most critical factor. Companies make the mistake of exerting too much control over *how* work is performed, training contractors, or providing all necessary tools, which are hallmarks of an employee relationship.
4. Neglecting Financial Indicators: Paying a contractor a fixed weekly “salary” without regard to hours or output, or failing to ensure they have the opportunity for profit or loss, can indicate an employment relationship. Not allowing contractors to work for others is also a red flag.
5. Lack of Documentation: For businesses, failing to document the independent nature of the relationship (e.g., invoices, specific project agreements, proof of contractor’s other clients) is a significant oversight. For workers, not keeping records of hours worked, instructions, and communication can hinder a misclassification claim.
6. Delaying Action: Both parties can suffer from inaction. Businesses that ignore red flags or potential misclassification risks allow liabilities to accrue. Workers who delay filing claims may run up against statutes of limitations, losing their opportunity to recover lost wages or benefits.
7. Failing to Seek Professional Legal Counsel: This is arguably the most critical mistake. The laws governing worker classification are complex and constantly evolving, influenced by state common law, state statutes (like the Virginia Wage Payment Act), and federal laws (like FLSA and IRS guidance). Attempting to navigate these disputes without an experienced employment contract lawyer often leads to unfavorable outcomes, increased liabilities, or missed opportunities for recovery.
8. Misunderstanding Agency Jurisdiction: Assuming that a determination by one agency (e.g., VEC) will automatically bind another (e.g., VWC or DOLI) is incorrect. While often aligned, each agency has its own specific tests and jurisdictional focus.

Avoiding these common errors requires diligence, a clear understanding of legal principles, and the strategic guidance that Law Offices Of SRIS, P.C. provides.

Glossary of Key Terms

Independent Contractor:

A self-employed individual or entity hired to perform specific services, typically retaining control over the means and methods of completing the work. Not subject to employer control over day-to-day activities.

Employee:

An individual who performs services for an employer, subject to the employer’s control over when, where, and how the work is done. Typically receives wages, benefits, and is covered by labor laws.

Misclassification:

The incorrect designation of an individual as an independent contractor when, under law, they should be classified as an employee. This can lead to significant legal and financial penalties.

Right to Control Test:

The primary legal test used by courts and agencies (like the Virginia Employment Commission or the Virginia Workers’ Compensation Commission) to determine worker classification, focusing on the degree of control the hiring entity exerts over the worker.

Virginia Wage Payment Act (VWPA):

Virginia state law governing when and how employers must pay wages to employees. Often invoked in misclassification cases where wages or overtime are due.

Fair Labor Standards Act (FLSA):

A federal law that establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in federal, state, and local governments. Central to many misclassification claims.

Form 1099-NEC:

An IRS tax form used to report non-employee compensation (payments to independent contractors) to the IRS. Issued to contractors who are paid $600 or more by a business in a tax year.

Form W-2:

An IRS tax form issued by employers to employees, reporting wages paid and taxes withheld for the year.

Common Scenarios & Questions in Misclassification

Worker classification is rarely black and white, leading to a variety of real-world situations that spark disputes. These scenarios highlight common challenges and the questions they raise for both individuals and businesses in Virginia.

Scenario 1: The “Contractor” Who Works Full-Time and On-Site

Question: “I’ve been working as a ‘marketing consultant’ for a Virginia startup for the past 18 months. I’m required to be in their office 9-5, Monday through Friday, use their computers, and attend all staff meetings. My manager assigns all my tasks and closely reviews my work. I don’t get benefits, and they issue me a 1099. Am I truly an independent contractor or misclassified?”

Analysis: This scenario strongly suggests misclassification. The significant behavioral control (dictated hours, location, direct supervision, assigned tasks, use of company equipment) and the integral nature of the work to the company’s business point towards an employer-employee relationship, regardless of the 1099. The lack of benefits and the tax form are symptoms of the misclassification, not proof of independent contractor status. An employment contract lawyer would likely advise pursuing a claim for misclassification to recover lost wages, overtime, and benefits.

Scenario 2: The Business Expanding Its “Flexible Workforce”

Question: “Our small Virginia-based e-commerce business relies on a team of remote graphic designers. We pay them per project, they use their own software, and they work for other clients. We provide project specs but don’t oversee their daily methods. However, we recently asked them to sign a non-compete clause. Are we correctly classifying them, especially with the non-compete?”

Analysis: While many aspects here lean towards independent contractor status (per-project pay, own tools, other clients, limited daily oversight), the introduction of a non-compete clause can be problematic. A key indicator of independent contractor status is the freedom to work for others and operate an independent business. A broad non-compete can undermine this, suggesting a level of control over the worker’s business activities that is more characteristic of an employer-employee relationship. Businesses must carefully evaluate the scope and enforceability of such clauses in the context of classification laws. Proactive legal review of such agreements is critical.

Scenario 3: Denied Unemployment Benefits After Being “Let Go”

Question: “I was suddenly told my services as a freelance content writer were no longer needed after two years with a Virginia company. When I applied for unemployment benefits, the Virginia Employment Commission (VEC) denied my claim because the company reported me as an independent contractor. I believe I was always treated like an employee.”

Analysis: This is a classic misclassification dispute scenario handled by the VEC. The VEC will conduct its own investigation, applying the “right to control” test to determine if the writer was truly an independent contractor or an employee for unemployment insurance purposes. Evidence like regular hours, lack of significant investment, and the company’s control over the work product will be crucial. If the VEC finds misclassification, the company could be liable for unpaid unemployment contributions, and the worker could receive benefits. An appeal to the Virginia Circuit Court might be necessary if the initial VEC decision is unfavorable.

Frequently Asked Questions (FAQ)

Q1: What is the primary legal test for determining worker classification in Virginia?

The primary legal test in Virginia, largely derived from common law principles and influenced by federal standards, is the “right to control” test. This assesses the degree of control the hiring entity has over the worker’s performance, how the work is done, and the financial and relational aspects of the engagement.

Q2: Can a signed independent contractor agreement guarantee a worker is not an employee?

No, a signed independent contractor agreement does not guarantee the worker’s classification. Courts and agencies will look beyond the contract’s label to the actual reality of the working relationship, applying established legal tests. If the reality of the work resembles an employer-employee relationship, misclassification can still be found.

Q3: What are the main differences in tax implications for employees versus independent contractors?

For employees, employers withhold income taxes and the employee’s share of FICA taxes (Social Security and Medicare), and the employer pays its matching share. For independent contractors, no taxes are withheld; they are responsible for paying estimated income tax and self-employment taxes (both employer and employee portions of FICA) themselves.

Q4: What specific Virginia state agencies handle misclassification disputes?

Key Virginia state agencies involved in misclassification disputes include the Virginia Department of Labor and Industry (DOLI) for wage claims, the Virginia Employment Commission (VEC) for unemployment benefits and taxes, and the Virginia Workers’ Compensation Commission (VWC) for workers’ compensation claims.

Q5: How does federal law, like the FLSA, impact Virginia misclassification disputes?

The federal Fair Labor Standards Act (FLSA) sets minimum wage and overtime standards that apply nationwide. Misclassified workers in Virginia can file claims under the FLSA with the U.S. Department of Labor or in federal court, independently of state law claims, often seeking back pay and liquidated damages.

Q6: What remedies are available to a worker who has been misclassified?

A misclassified worker may be entitled to recover unpaid minimum wages, overtime pay, liquidated damages, certain employee benefits (like health insurance or retirement contributions), and potentially unemployment or workers’ compensation benefits they were denied.

Q7: What are the potential penalties for businesses found to have misclassified workers?

Penalties for misclassification can include significant back wages, overtime pay, unpaid payroll taxes (FICA, FUTA), unemployment insurance contributions, workers’ compensation premiums, interest, statutory fines, and legal fees. Class action lawsuits can amplify these liabilities.

Q8: Is it better to settle a misclassification dispute or go to court?

The decision to settle or litigate depends on the specifics of the case, the strength of the evidence, and the potential risks and costs of trial. A seasoned employment contract lawyer can help assess these factors and advise on the most strategic path, often seeking a confidential case review to understand the full scope.

Q9: How can businesses proactively reduce their risk of worker misclassification?

Businesses can reduce risk by conducting regular internal audits of their contractor relationships, ensuring contracts accurately reflect the independent nature of the work, aligning daily practices with contractor agreements, educating management, and seeking proactive legal counsel to review classification practices.

Q10: Can a worker file a misclassification claim if they initially agreed to be an independent contractor?

Yes, a worker can still file a misclassification claim even if they signed an agreement stating they are an independent contractor. The legal determination rests on the actual nature of the working relationship, not merely the label or agreement the parties made.

Q11: What if a dispute involves an independent contractor who works remotely for a Virginia company from another state, like Maryland?

Such situations present jurisdictional complexities. While Virginia law and federal law will be highly relevant, the laws of the worker’s state of residence (e.g., Maryland) may also apply, particularly regarding wage and hour laws, unemployment, or workers’ compensation. This highlights the importance of an employment contract lawyer with experience in multi-jurisdictional issues, especially for independent contractor disputes VA MD.

Q12: How long does a worker have to file a misclassification claim in Virginia?

Statutes of limitations vary depending on the type of claim. For wage claims under the Virginia Wage Payment Act, there is generally a two-year statute of limitations. Federal FLSA claims typically have a two-year statute, extended to three years for willful violations. Unemployment and workers’ compensation claims have their own specific deadlines. Prompt action is always advised.

Q13: Does the type of industry affect worker classification?

While the legal tests (right to control, economic realities) apply across industries, certain sectors (e.g., construction, transportation, gig economy) have historically faced more scrutiny regarding independent contractor classification due to common practices within those industries. However, the legal principles remain the same.

Q14: What is the “economic realities” test and how does it differ from the “right to control” test?

The “economic realities” test, primarily used under federal laws like the FLSA, focuses on whether the worker is economically dependent on the employer or is truly in business for themselves. While similar to the “right to control” test, it casts a broader net, looking at the overall economic relationship rather than just the employer’s right to control the work. Both tests often lead to similar conclusions.

Q15: Can a business reclassify workers from independent contractor to employee? How?

Yes, businesses can and often should reclassify workers if their current setup presents misclassification risks. This typically involves adjusting the working relationship to align with employee status, setting up payroll for tax withholding, providing benefits, and formally communicating the change to the workers. Legal counsel is vital to manage this transition smoothly and address any past liabilities.

Consult Law Offices Of SRIS, P.C. Today

Navigating the intricate landscape of employee versus independent contractor disputes in Virginia demands the profound insights and strategic acumen of seasoned legal professionals. Whether you are a business striving for comprehensive compliance or an individual asserting your rights, Law Offices Of SRIS, P.C. stands ready to provide the authoritative guidance you need. Do not leave your future to chance. Call Law Offices Of SRIS, P.C. at 888-437-7747 for a confidential case review. We are prepared to bring our extensive experience to bear on your behalf, ensuring your interests are vigorously protected.

Disclaimer: This article is intended for informational purposes only and does not constitute legal advice. The information provided is general in nature and may not apply to your specific situation. Legal advice should only be obtained from a qualified attorney licensed in your jurisdiction. Reliance on any information contained herein is at your own risk. The Law Offices Of SRIS, P.C. does not guarantee the outcome of any legal matter.