Hiring someone as an independent contractor can have many advantages for employers.
Among them are that independent contractors:
On the other hand, although most companies are aware of the problems of misclassifying employees as independent contractors, potentially expensive situations still arise. And they can lead to back taxes, penalties and fines. It pays to know the difference.
Generally, the degree of control you exercise over a worker determines whether he or she is an employee or independent contractor. For example:
The chart below can help you determine whether a worker is an employee or an independent contractor. Unfortunately, no single factor determines a worker's status. The IRS and other government agencies, as well as courts that hear related cases, examine a variety of factors.
To protect your organization, you can request documents from an independent contractor that will help you prove his or her status in the event the IRS or other government agencies ask for it. These include copies of advertising or directory listings, business name statements, an Employer Identification Number (if he or she has employees) and business licenses or professional licenses.
Employee - Worker must obey instructions concerning when or how to perform the job.
Independent Contractor - Worker is responsible for the outcome of the job and can determine how it is to be done.
Employee - Company provides training.
Independent Contractor - Worker may be licensed by a state board and may have invested considerable sums in training.
Employee - Services must be performed by the worker. The company hires, supervises or pays a worker's assistants.
Independent Contractor - Worker can hire assistants and is responsible for their pay.
Employee - The worker has an ongoing relationship with the company.
Independent Contractor - Worker advertises or otherwise makes his or her services available to the general public.
Employee - The company sets the work hours.
Independent Contractor - The worker can set his or her own hours.
Employee - The company requires full-time work at its business.
Independent Contractor - Worker can work for more than one company at the same time.
Employee - The company controls where the work is performed and the order in which tasks are done.
Independent Contractor - The worker can complete tasks at his or her office or home. He or she decides how to finish the job.
Employee - The worker receives payment by hour, week or month.
Independent Contractor - Independent contractors are usually paid on a per job or commission basis.
Employee - The company provides tools and materials.
Independent Contractor - The worker provides his or her own tools, materials and facilities and has often made a significant investment in them.
Employee - The worker generally doesn't take on any financial risk and the company pays travel and business expenses.
Independent Contractor - The worker can realize a profit or loss from a job and generally pays the expenses incurred for the job.
Employee - The worker can usually quit without liability for failure to complete a job.
Independent Contractor - The worker is liable for completing a job according to contract.
If you're still unsure whether a worker qualifies as an independent contractor, your tax professional can help you make this determination.
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