Employee v Independent contractor: who is what?
Whether someone is your employee or an independent contractor is a very important factual determination when it comes to unemployment and taxes. The IRS, Department of Labor, different state departments, state departments of labor, worker’s compensation departments and insurance all consistently review and investigate these issues.
The IRS recently updated their Publication 1779 to give more guidance on how to properly determine if the worker is an employee or an independent contractor. The IRS looks at three particular areas in regards to the determination: Behavioral Control, Financial Control and the Relationship of the Parties. I will now go into more detail as to each.
Behavioral Control: Is there a right to direct or control how the worker does their work? Not whether you exercise the right but whether or not the right exists is the important part. Do you have the right to give the worker instructions on how, when, or where to do the work; what tools or equipment to use; what help to hire to assist with the work; and where to purchase the materials and services? If so, the worker is more likely to be an employee rather than a contractor. Do you provide training for the worker? If so, this tends to show the worker is an employee because you are training them to provide the services in a certain manner.
Financial Control: Does the worker have to invest a significant investment into their work that is not reimbursed by you? If so, they are more likely an independent contractor. If not, then you are reimbursing them for business expenses and it looks more like an employer/employee relationship. Can the worker, based upon all the circumstances, have an opportunity for a profit or loss based upon the work? If so, it looks more like they are in business for themselves as an independent contractor.
Relationship of the Parties: This is really based upon a facts and circumstances basis. Having a written independent contractor agreement with the worker may help but is not in and of itself determinative. It really helps show the intent of the parties though. Does the worker receive any sort of benefits usually associated with employment? If so, that goes to show that the person is an employee and not an independent contractor.
This is a very important decision both from a business budget standpoint but also from a tax and labor standpoint. What you intend may not always be what is determined by the government in the end. Protect yourself and your business and make the right decision now.
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