CCPA Whitepaper:
Employee or Independent Contractor?
This is the question that gets a wrong answer more than any other!
All too often business owners assert that they are hiring an individual for “1099 work,” or as a “1099 employee.” These assertions come with the related inference that by simply making the decision to report a worker’s earning to the federal government using a particular form, a potential employer may unilaterally deem that individual to be an independent contractor. This is not the case and when the Department of Labor disagrees with the treatment, the employer will be subject to fines that are far greater than the costs of employment.
To answer the question correctly, there are three factors to consider:
- Supervision – the service provided is outside the usual course of the business and is not supervised by the hiring entity
- Direction – the contractor sets their own schedule, pays their own expenses, assumes risk
- Control – the individual is engaged in their own established business, with proof of advertising, business cards and offers services to other businesses
If the above factors do not describe the relationship than the individual is an employee and must be compensated based on the established laws.
For many small businesses, hiring employees and managing payroll compliance feels daunting but it really is simple with the appropriate support and guidance.
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