When to Hire an Independent Contractor

In determining whether the person providing the service is an employee or an independent contractor, all information demonstrating the degree of control and independence must be considered. According to our friends at the Society for Human Resource Management, onboarding is ”the process by which new employees quickly and smoothly get used to the social and performance aspects of their work and learn the attitudes, knowledge, skills, and behaviors necessary to function effectively in an organization.” Onboarding is an extremely important part of increasing employee engagement and ensuring that new team members are as successful as possible. You may also want to do a background check on all potential contractors. For example, if you plan to use an accounting department, make sure that this person has not been convicted of a crime. Employers are required to withhold income tax based on information provided by employees on IRS Form W-4. If an employer fails to withhold income taxes on behalf of an employee who was wrongly classified as an independent contractor and the person did not pay the taxes, the employer may be held liable for federal or state taxes that had to be withheld but were not withheld. Independent contractor: Can an employer dismiss and reinstate an employee as an independent contractor who does the same work? You`ll need to track the payments you make to independent contractors each year and report the total payments to the IRS. Startups need to have a thorough understanding of their workforce structure, short- and long-term strategic business plans, and commitments as an employer before deciding on the best way to grow their team: by hiring a new employee or using the services of an independent contractor. If this is your first time hiring contractors, you should know that the IRS is aggressive when it comes to prosecuting abuses of the tax system. So if a company isn`t sure if the person is a legitimate entrepreneur and not an employee, the first step is to find out. The difference is crucial, as misclassification can result in significant fines and penalties. This makes it very difficult to know whether an employee is an independent contractor or an employee. Note that it can take at least six months for a decision to be made, but a company that is constantly hiring the same types of employees to provide certain services should consider filling out the SS-8 PDF form.

A written contract. Describe the nature of the relationship, as the mere statement that the person is an independent contractor does not do so this way. Indicate the expected results of the project, the costs and the date (completion). The contract must stipulate that the employee must use his own equipment/tools, be free to hire other people without your consent, and that he offers liability insurance to his employees. Note the business and tax identification number of the entrepreneur. Make sure the contract is signed by both parties and create a new contract for each new project. If an independent contractor has not produced a tax identification number or if the number is incorrect, he can be withheld from his payments (backup holdback – see below). The IRS is aware that there is no magic formula for determining whether or not an employee is classified as an independent contractor or an employee – it depends on the specific facts of the case.

In general, employers can first check whether they have the right to control not only the outcome of the work, but also how the employee performs the work. Whether or not you exercise this right does not affect the employee`s status. For example, there are times with highly experienced employees when organizations offer little guidance or supervision. The question is whether you have the right to do so. When you hire a contractor, you don`t want any surprises. From compliance with labor tax law to the correct classification of your employees, here are some steps to follow before getting a contractor on board. An employer may be held liable for the unlawful acts of an employee whom it has wrongly characterized as an independent contractor. Even if a person has been properly classified as an independent contractor, an employer may still be held liable for work that is considered an ”inherently hazardous activity” or if the employer exercises control over the work or activity that has caused harm to a third party. In addition, a variety of federal and state labor laws apply when you hire an employee. This may include workers` compensation and unemployment insurance. When you decide to classify an employee as an independent contractor, there is no legal review in any situation. For example, the IRS and DOL use different, albeit similar, analytical frameworks.

In fact, the variety of tests that define independent contractor status and are applied in federal and state laws allows an employee to be classified as an independent contractor under one law, but as an employee under another. Note: The credit rating agency ignores the designation of a person as an independent contractor if there is tax evidence that the person is an employee. Sure. As a self-employed worker, you are technically your own business. Companies are allowed to hire employees. Make sure you meet the above requirements. You may also want to study how your business is legally organized to make hiring easier. This response describes the tax forms and documents that companies create for independent contractors (ICs) and highlights two best practices: using written contracts and tracking invoices. If this is your first time hiring contractors, you should know that the IRS is aggressive when it comes to prosecuting abuses of the tax system. So, if […] An employee can apply for unemployment benefits and receive benefits if the employment agency believes that the employee has been wrongly classified as an independent contractor. If the organization has misclassified the employee, it may be held liable for penalties and interest in addition to unpaid UNEMPLOYMENT PREMIUMS. See New York Uber drivers can receive unemployment benefits.

The widespread use of independent contractors invites lawyers for plaintiffs who may wish to file a class or class action lawsuit for violations of unpaid overtime or minimum wage under the Fair Labor Standards Act (FLSA) or state wage and labor laws. See Wages and Hourly Class Actions Can Cost Employers Millions. Of course, there are exceptions to every rule. For example, California recently passed Proposition 22, which exempts app-based transportation companies like Lyft and Uber from classifying drivers as employees. While some drivers may meet the criteria for employee status, the law allows them to be classified as independent contractors. Find out how Gusto can help you stay in compliance with hiring and onboarding contractors. Hiring a temporary worker may cost more per hour, but you save paperwork and don`t have to worry about your worker`s status. Be sure to work with a reputable agency that meets all of the employer`s tax and insurance requirements. Employees usually have an exclusive and sometimes long-term relationship with the employer. If it`s about the long-term stability your business needs, the decision to hire a full-time or part-time employee usually gives you the consistency, reliability, and availability you want. .

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