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Independent contractors: Compliance tips

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in Centerpiece,Employment Law,Hiring,Human Resources,Office Management

IRS website

Employers often use contingent workers to cut costs. But if they misclassify temps or independent contractors, and those workers are judged employees, then the employer could be liable for back overtime, benefits, federal income taxes, Social Security, unemployment insurance and workers' comp.

So it's imperative that employers know what factors the IRS uses in determining whether an individual is truly an independent contractor, as well as whether independent contractors fall under the protection of federal and state employment laws.

FAQs about independent contractors

1. How can an employer determine whether an individual is an employee or an independent contractor?

To determine whether an individual is an employee or an independent contractor, you must examine the relationship between your company and the worker; more specifically, the amount of independence and control the worker has over how he/she achieves an agr...(register to read more)

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