How are you handling IP ownership and IRS misclassification when onboarding freelancers?

Hey everyone, I’m reviewing our onboarding process for scaling our team with independent contractors and virtual assistants this quarter.Looking through some standard operational risks, it seems like many businesses face massive vulnerabilities when hiring through simple email agreements or DMs. From what I'm reading, the top risks are:Intellectual Property Risk: Without a strict IP Assignment clause, a freelancer can technically claim ownership over the code, logos, or designs they built, even after being paid.IRS Misclassification: If paperwork doesn't clearly classify them as independent, it triggers massive back-tax risks.Scope Creep: There is no clear legal recourse if deliverables aren't met or boundaries are crossed.I've been working on structuring an ironclad, plug-and-play contract template to protect our business against these specific liabilities.For the experienced owners here: Does your current independent contractor agreement explicitly cover all three of these areas, or am I overthinking how strict the IP assignment part needs to be?