The Maryland Department of Labor, Licensing and Regulation (DLLR) has been charged with enforcing the Maryland Workplace Fraud Act (MDWFA), which was enacted in 2009. With a particular focus on the construction industry, the MDWFA makes it unlawful for an employer to classify a worker as an independent contractor instead of an employee. The MDWFA presumes that a worker is an employee unless the employer can prove that: (1) the employer does not control or direct the individual’s performance; (2) the individual is independently engaged in the same type of business as the work involved; and (3) the work is outside the usual business of the employer or the work is performed outside of any of the employer’s places of business. If audited by DLLR, a company will be asked to provide specific information about projects performed and the employees and/or independent contractors who worked on those projects. Additional factors, such as the use of written independent contractor agreements; provision of tools, materials and equipment; and discretion in business management, employment and operation decision-making, will also be considered when determining the correct classification of workers.