Differentiating Between Independent Contractors and Employees

Many businesses believe that misclassifying employees as independent contractors is not necessarily an issue as long as they meet all tax obligations. However, this is not the case. It has become extremely common in recent years for both federal and state authorities to begin cracking down on the improper classification of workers.

Consider the Advantages of Independent Contractor Status

It comes as no surprise that employers often prefer that their workers are treated as independent contractors. By being labeled as an independent contractor, an employer is able to avoid a number of financial obligations that come with employees—like federal income tax withholding, paying for the employer’s share of FICA taxes (and withholding the employee’s share), and making payments on federal unemployment taxes (FUTA).

Also, by labeling an individual as an independent contractor, the employer then also avoids other obligations under state laws. Some of these avoided obligations include state income tax withholding, having to pay state unemployment taxes, having to pay or withhold state disability insurance contributions, and furnishing compensation insurance for workers. However, it is important to note that some states may still require employers to provide workers’ compensation to their contractors or in certain situations, pay unemployment tax on specific amounts paid to contractors. Contractors are never actually guaranteed any type of minimum wages, employee benefits, overtime, or other rights offered to employees.

Understand Why it Matters

Although there is a misconception regarding the IRS and state tax authorities regarding the level of emphasis they put on worker classification, that is just not the case. Many believe that as long as they’re receiving the taxes that they owe, they will not think twice about any misclassification. After all, even taxes that are otherwise paid by the employer, independent contractors are still liable. However, the government still places a large amount of focus on proper classification because:

  • Defaulting on tax obligations becomes less likely for employers.
  • Collecting taxes from several independent contractors is much more difficult than from a single employer.
  • The government intends to maximize unemployment contribution, regardless of if all taxes are collected.
  • It is within the best interest of the U.S. Department of Labor, state labor departments, and other employment security agencies to expand the class of workers entitled to wage-and-hour protections, employee benefits, and workers’ compensation coverage.

Misclassification of employees and independent contractors can be harsh. An employer may be required to pay back taxes (including an employee’s share of unpaid payroll and income taxes), plus interest and penalties if the IRS determines that a contractor should have been classified as an employee. If an employer lacks the resources to pay these liabilities, the IRS can collect from “responsible persons,” including a selection of certain executives, partners, or managers. Keep in mind, even if all contractors satisfy their tax obligations, federal and state tax authorities can still impose penalties on employers who misclassify their workers.

Protect Yourself and Your Business

It’s essential to conduct an assessment to determine whether your independent contractor constitutes as employees under federal and state law. To make this determination, the IRS examines the nature of your relationship with a worker, as well as a variety of factors that reflect the level of behavioral and financial control.

There are a number of factors that affect whether or not a worker is considered a contractor. For example, if they control how and when the work is done, cover their own expenses, or invest in their own facilities and tools, they are typically deemed as a contractor. Also, if an individual makes their services available to the relevant market and can realize profits or incur losses, they would also be considered to be a contractor. Under consideration by the IRS are also the parties’ written agreements, the permanency of the relationship, and any benefits provided to the worker.

Stay Proactive, Not Reactive

With the high price tag put on misclassification, staying proactive by properly denoting employee vs. contractor status can help your business function efficiently. If you have any concerns regarding potential liability, be sure to reach out to your CRI tax advisor and discuss the option to participate in a voluntary classification settlement program. Becoming involved in these programs allows you to resolve any potential issues with the IRS or other state and federal government agencies at the lowest possible cost.

2019-03-28T09:13:18+00:00March 27th, 2019|BUSINESS TAX, CLIENT ACCOUNTING SERVICES|