Employee or
Independent Contractor--Which is it?
This question comes up
with my business clients every year.
Making the wrong decision can be very costly in terms of tax, interest
and penalties. Please review the following guidelines and
then call our office if you have any questions.
Why It Matters
The Internal Revenue Service and state
regulators scrutinize the distinction between employees and independent
contractors because many business owners try to categorize as many of their
workers as possible as independent contractors rather than as employees. They
do this because independent contractors are not covered by unemployment and
workers' compensation, or by federal and state wage, hour, anti-discrimination,
and labor laws. In addition, businesses do not have to pay federal payroll
taxes on amounts paid to independent contractors.
Caution: If you incorrectly classify an employee as an independent
contractor, you can be held liable for employment taxes for that worker (even
the workers share of the employment taxes), plus a penalties.
The Difference Between
Employees and Independent Contractors
Independent
Contractors are individuals
who contract with a business to perform a specific project or set of projects.
You, the payer, have the right to control or direct only the result of
the work done by an independent contractor, and not the means
and methods of accomplishing the result.
Employees provide work in an ongoing, structured
basis. In general, anyone who performs services for you is your employee if
you can control what will be done and how it will be done. A worker is
still considered an employee even when you give them freedom of action. What
matters is that you have the right to control the details of how the services
are performed.
Independent Contractor
Qualification Checklist
The IRS, workers' compensation boards,
unemployment compensation boards, federal agencies, and even courts all have
slightly different definitions of what an independent contractor is though
their means of categorizing workers as independent contractors are similar.
One of the most prevalent approaches used to
categorize a worker as either an employee or independent contractor is the analysis
created by the IRS, which considers the following:
- What instructions the employer gives the worker about
when, where, and how to work. The more specific the instructions and
the more control exercised, the more likely the worker will be considered
an employee.
- What training the employer gives the worker. Independent
contractors generally do not receive training from an employer.
- The extent to which the worker has business expenses
that are not reimbursed. Independent contractors are more likely to
have unreimbursed expenses.
- The extent of the worker's investment in the worker's
own business. Independent contractors typically invest their own money
in equipment or facilities.
- The extent to which the worker makes services available
to other employers. Independent contractors are more likely to make
their services available to other employers.
- How the business pays the worker. An employee is
generally paid by the hour, week, or month. An independent contractor
is usually paid by the job. (Not always though)
- The extent to which the worker can make a profit or
incur a loss. An independent contractor can make a profit or loss, but
an employee does not.
- Whether there are written contracts describing the
relationship the parties intended to create. Independent contractors
generally sign written contracts stating that they are independent
contractors and setting forth the terms of their employment.
- Whether the business provides the worker with employee
benefits, such as insurance, a pension plan, vacation pay, or sick pay.
Independent contractors generally do not get benefits.
- The terms of the working relationship. An employee
generally is employed at will (meaning the relationship can be terminated
by either party at any time). An independent contractor is usually
hired for a set period.
- Whether the worker's services
are a key aspect of the company's regular business. If the services are
necessary for regular business activity, it is more likely that the
employer has the right to direct and control the worker's activities. The
more control an employer exerts over a worker, the more likely it is that
the worker will be considered an employee.
Minimize the Risk of
Misclassification
If you misclassify an employee as an
independent contractor, you may end up before a state taxing authority or the
IRS.
Sometimes the issue comes up when a terminated
worker files for unemployment benefits and it's unclear whether the worker was
an independent contractor or employee. The filing can trigger state or federal
investigations that can cost many thousands of dollars to defend, even if you
successfully fight the challenge.
There are ways to reduce the risk of an
investigation or challenge by a state or federal authority. At a minimum, you
should:
- Familiarize yourself with the rules. Ignorance of the
rules is not a legitimate defense. Knowledge of the rules will allow you
to structure and carefully manage your relationships with your workers to
minimize risk.
- Document relationships with your workers and vendors.
Although it won't always save you, it helps to have a written contract
stating the terms of employment.
If you have any questions about how to
classify workers, please call our office:
Gurr CPA LLC 801-225-9411 info@gurrcpa.com