North Carolina Gov. Pat McCrory recently announced he will push legislation to penalize companies that knowingly and improperly classify workers as independent contractors to get a competitive advantage.
“It isn’t fair to the workers. It isn’t fair to those employers following the law. It’s not fair to the taxpayers,” McCrory said in an interview.
The Wage and Hour Division of the U.S. Department of Labor, under the auspices of Vice President Joe Biden’s Middle Class Task Force, also has increased its efforts to pursue the misclassification of independent contractors.
Independent contractors are sometimes referred to as “1099 employees,” where “1099” refers to the IRS form an employer provides an independent contractor at the end of the year. This phrase, however, is an oxymoron because one who receives a 1099 is not classified as an employee. Rather, they are classified (properly or not) as independent contractors.
With independent contractor status comes a larger burden on the individual (or business entity if one has chosen to create one for liability purposes). Persons who receive 1099s are required to file and pay their own taxes, and may also be required to pay self-employment tax. Alternatively, persons who are paid as employees generally avoid performing the additional accounting since the employer handles properly deducting and paying the employee’s taxes. Moreover, employers are also required to pay a portion of Social Security and Medicare tax equal the employee’s share – but independent contractors pay all of these taxes in the form of the self-employment tax.
Tests on how an employee is classified can be tricky. The central theme in most of the tests, however, is control. While a generalization for illustration purposes only, if you have a certain amount of control over the worker that worker is deemed an employee. The less control one exhibits over the worker and how the worker performs his or her job, the less likely the worker is an employee.
Even more simplified, one may look to any evaluation system used in providing feedback to a worker. If an evaluation system measures the details of how the work is performed, then these factors would point to an employee. If the evaluation system measures just the end result, then this can point to either an independent contractor or an employee.
Other factors often considered when classifying a worker’s job include:
- Who provides the tools necessary in performing the job,
- The possibility of a profit or loss for the worker as a result of services rendered,
- Whether the worker is required to work full time for the business,
- Whether the manner of payment is by the hour, week or month; versus, payment on a commission or job basis.
Importantly, the factors discussed above are not exclusive and are considered in their totality – not by merely tallying how many factors imply one status or the other.
To make an appointment to discuss proper classification of workers with one of our knowledgeable attorneys, contact the Lundell Law firm in Monroe, NC. Call us today at (704) 288-4057, or request a consultation.