Making certain that your personnel is accurately categorised may avoid businesses from making expensive errors. Here’s when you should recruit independent contractors as staff.
What you’ll discover:
Is it permissible to use independent contractors as part of your workforce?
When is it lawful to recruit an employee instead of an independent contractor?
When is it necessary for a company that exclusively employs independent contractors to make those freelancers employees?
What are the ramifications of employee misclassification?
Is it legal for me to recruit an independent contractor who was misclassified as an employee?
It may seem simpler to hire independent contractors than than workers as a company owner. You don’t have to worry about paying taxes or benefits, and many people like the independence that comes with working as an independent contractor. Yet, there are times when hiring an employee rather than an independent contractor is preferable. In certain circumstances, it may even be mandated by law.
Is it permissible to use independent contractors as part of your workforce?
Maybe. Independent contractors may not be able to do all tasks. In certain cases, you may be obligated by law to recruit employees rather than independent contractors. The criteria varies depending on your sector and what your employees really perform for the company, rather than how much they are paid. Yet, as the term implies, hiring independent contractors will need the creation of contracts for their projects or tasks.
Independent contractors have greater flexibility and may typically choose their own hours and work as they want within industry norms. They may be given a project and told to do it by a specified deadline with minimal, if any, supervision or instruction from a supervisor. It’s typical for bookkeepers, lawyers, trade workers, or consultants to operate as independent contractors, but it’s frequently illegal for hourly employees to undertake routine company tasks like serving clients. Staffing services may often assist companies by offering legal short- and long-term solutions at predictable prices and with a fraction of the paperwork.
Independent contractor partnerships are preferred by employers because they are simpler to monitor and pay. Employers are not required to meet withholding tax requirements, provide benefits, or pay other employment expenses. Unfortunately for companies, not every employee can be classified as an independent contractor, and misclassification errors may be expensive.
When is it lawful to recruit an employee instead of an independent contractor?
Even if you refer to someone as an independent contractor, you may be compelled to categorize and pay them as an employee. The IRS has provided recommendations on who should be classed as an independent contractor and who should be classified as an employee. Several states base their laws and regulations on IRS instruction.
In general, the more control the employer has, the more probable it is that a worker will be employed as an employee. If the worker is doing the primary function of the firm, the person is unlikely to be classed as an independent contractor. A burger restaurant, for example, would need to recruit chefs as employees since those people perform the majority of the labor for the firm. If the same burger shop required landscaping work, an independent contractor may be hired since burger stands are not principally involved in the landscaping industry.
The following variables may be taken into account for categorization reasons, however the ultimate decision will usually take multiple of these aspects into account:
Does the employee bring their own materials or tools?
Is the employee compensated by the hour or by the project?
Is it possible for the worker to have more than one employer or client?
Is there a chance that the worker may suffer a monetary loss?
Does the company provide any advantages to its employees?
How long the connection has lasted or will last.
Are the services provided important components of the business?
Whether or whether the employee has unreimbursed business costs.
Does the Job Offer Letter include expectations based on the classification?
If there is an Independent Contractor Agreement in place for a particular one-time assignment, for example, the worker is more likely to be an independent contractor rather than an employee, but this is not the only element to consider. You may also expressly state in an employee’s Employment Contract that they are an employee. Nevertheless, just labeling a person as an independent contractor does not guarantee that they will be recognized as such if a labor complaint is filed.
When is it necessary for a company that exclusively employs independent contractors to make those freelancers employees?
There is no hard and fast rule on when you should use independent freelancers. Instead, you should evaluate your interactions with each employee. Although reviewing the list of reasons above might assist, companies should consult with a lawyer to be sure.
For example, if you want to govern when and how a person works and the connection has no end date, that individual may need to be designated as an employee rather than an independent contractor. This is frequently the situation if you employ someone to accomplish the task that your company provides to its clients.
What are the ramifications of employee misclassification?
Misclassifying employees may have serious implications. Possible consequences include:
Unpaid wages, perks, and fines are subject to legal responsibility.
Penalties, fines, and interest on taxes.
Penalties for not paying unemployment insurance.
Penalties for not paying workers’ compensation.
The punishments are not mutually exclusive. Penalties may be imposed by both state and federal authorities for the same case of misclassification. Moreover, employees may make misclassification claims for compensation after completing the task and getting paid in accordance with their Independent Contractor Agreement.
Is it legal for me to recruit an independent contractor who was misclassified as an employee?
This is determined by whether the contractor files a lawsuit or a complaint with the state labor department. Hiring the laborer as an employee may not help you escape prior liabilities and fines if an inquiry into your categorization procedures has already begun. Taking remedial action, on the other hand, may lessen the fines imposed by the authorities and prevent the monetary losses from increasing greater.
