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How do you know if you have an employee or independent contractor on your team?
Studies estimate that 30% of employers misclassify their employees as independent contractors, which indicates that several million workers nationally may be misclassified. This is a result of lack of awareness, cost savings for the business, convenience, and ignorance of consequences. Let’s dive in and take a look at the risks of misclassification and how to go about correctly identifying those who work for you.
Why is correct classification so important? If the IRS or another government entity deems a worker to be misclassified, the business owner(s) may suffer costly penalties, as well as facing liability based on labor laws and benefit violations. Further, when workers who should be classified as employees are classified as independent contractors, they miss out on critical benefits and labor protections including minimum wage, overtime pay, contributions to Social Security, workers’ compensation, unemployment compensation, and certain protections from discrimination. Therefore, it is very important not only for the business owner(s), but also for the workers themselves, to understand the process of correctly identifying workers as either an employee or an independent contractor.
Correctly classifying your workers is more detailed than you might think. The status of a worker is determined by very specific tests that look at the reality of the relationship between the worker and the employer. Compliance is often complicated by the fact that there are several tests. However, ultimately what it boils down to is a fact-based analysis to assess the amount of control a company has over the manner and means by which the worker accomplishes the work.
Here is a brief overview of one of the tests. The “Economic Realities Test” considers 7 factors that were originally identified by The US Supreme Court. Here is an outline of the factors as stated on the Department of Labor’s website.
Other tests include the IRS “Control Test” and the common law “Darden Test”, both of which review factors similar to the Economic Reality Test and focus on a worker's economic dependence on an employer, considering the totality of the circumstances. To get the full picture you will also need to understand state law requirements in the states where each worker works. Again there are a number of tests and factors that make this a more complicated evaluation.
Many organizations try to manage classification decisions manually, which increases the risks of incorrect decisions and overlooked factors. It also makes the decision process more costly. A business attorney can help provide guidance on classifying workers correctly. Additionally they can draft written agreements that outline the working relationship between the employer and employee which will provide clarity and can prevent potential legal issues down the road. It is important to stay compliant with these regulations because misclassifications can have serious legal and financial consequences. If you are unsure about the classification of a worker, reach out to us today.