The pros and
cons of hiring independent contractors were discussed in the Pros and Cons of Hiring Freelancers. Today we will look at the legal aspects of employing this type of worker.
|
Different
agencies give varying verbiage outlining the definition of an independent contractor,
but they all provide the same basic guidelines. It is important to avoid giving
the IRS, or any other agency, any reason to conduct an audit. Understanding the
following guidelines is key in ensuring that all freelancers remain classified that
way.
An
Independent Contractor…
--May earn
either a profit or a loss from a job
--Uses their
own tools and/or materials
--Is paid by
the job or project
--Is hired
to do a specific job or project
--Has
multiple employers, or clients
--Pays their
own expenses
--Sets their
own hours
--Works on
their own, with little training or management
--Completes
jobs by their own means to achieve the desired end result
--Maintains
their own work space
--Has a
contract with the client
An Employee…
--Can be
fired at any time and has the right to quit without liability
--Is paid by
the hour or receives a salary
--Receives
instruction and training
--Works full
time
--Is managed
closely and has a set way to complete the job
--Receives
benefits such as worker’s compensation, health benefits, and unemployment.
Again, there
is not a strict set of rules that separates independent contractors from
traditional employees. The Department of Labor states that it “depends upon
circumstances of the whole activity.”
Being
audited and found to have misclassified workers can cripple a company
financially. The IRS assesses for payroll taxes plus interest, but can also
recoup for the employee’s portion of the income taxes plus interest. The
employee that was misclassified can also file paperwork for “Uncollected
Social Security and Medicare Tax on Wages.” Add in
all the fees, lost time, and loss of productivity resulting from the audit, and
the total bill will be in the thousands.
Red flags
that the IRS watch for include an
independent contractor that tries to collect unemployment, file worker’s compensation,
or files their own taxes wrong. Obtaining a 1099 from the freelancer for tax
purposes and being very clear that they are not eligible for any employee
benefits is important.
The
classification of any independent contractor should be discussed with your attorney.
Assigning the proper designation at the onset of employment, while perhaps slightly
more costly in wages or benefits, is imperative for the health of the company.
Sources:
Independent Contractor (Self Employed) or Employee? (January
10, 2013) IRS. Retrieved on March 31, 2013 from http://www.irs.gov/Businesses/Small-Businesses-&-Self-Employed/Independent-Contractor-(Self-Employed)-or-Employee%3F
Small Business/Self Employed: When IRS Trouble Comes. (n.d.) Tax Law. Retrieved on March 31, 2013 from http://www.taxattorneydaily.com/topics/ch-11-small-business-self-employed.php
No comments:
Post a Comment