Employee vs. Independent Contractor Classifications: What Can the Employer Control?
In an article published in the Fall 2017 issue of Business Opportunities Handbook, Matt Teetor provides insight into what employers are able to control when it comes to employee and independent contractor classifications. In the article, Matt describes, “The ever-changing landscape of regulations concerning the workplace and labor force make staffing decisions increasingly complex for employers.” Teetor says, “Misclassifying employees as independent contractors can bring significant issues to businesses and may have repercussions on several levels, including income tax withholdings, health care costs, retirement plans, workers’ compensation, and potential litigation involving awards of both back pay and punitive damages.” He emphasizes that “the safest course of action for employers is to always be mindful of the level of control they wield over workers whom they consider to be independent contractors, and, thus, help avoid blurring the distinction between independent contractors and employees.”
The complete article was available in the Fall 2017 issue of Business Opportunities Handbook.
