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The Too-Candid Candidate
The Poster Rollercoaster
Buddy Punching Knockout
In a single word, NO.
In fact, the very definition of an independent contractor precludes an employee relationship. The key distinction lies in the term, “independent” — which refers to the worker’s ability to make a broad range of decisions about how the work gets done without input from the business that hires that worker.
What are those decisions? Here are the main ones:
Besides the key differences noted above, here are a few more indications that a worker is an independent contractor and not an employee:
Treating a worker as an independent contractor means you don’t have to withhold payroll taxes, pay workers’ comp insurance or, for the most part, worry about a multitude of employment laws. It also gives you flexibility to bring in help only for the duration of a project, without taking on the overhead of a permanent employee. However, it’s crucial to remember that independent contractors must be treated differently than employees to avoid legal repercussions.
To learn more about how to manage independent contractors without accidentally turning them into employees, watch our free, on-demand webinar, “Working with Independent Contractors: Smart Strategies for Effective and Legal Outsourcing.”
And when you’re ready to file 1099 forms for those independent contractors, turn to efile4biz.com for all-inclusive print, mail and e-file services without the hassle of software and paper forms.
From hiring and training, to time tracking and recordkeeping, to labor law posting and tax information reporting, ComplyRight products and services address the real-world challenges employers face every day. Learn more