YES! This is a confusing part of the Tax Law. Call us and we can discuss your options. To read the full cycle of this matter click here

In addition to the autonomy and flexibility of working for Pacific Coast Speech Services, Inc., there are also financial advantages. When you are an independent contractor (IC), you’re your own boss. You can choose how, when and where to work, for as much or as little time as you want. In addition, you can often earn more as an IC. How much you are paid is matter of negotiation between you and PCSS. You set your desired rate.

Yes, a business may lease space to a cosmetologist as an independent contractor; however, only a business that holds a cosmetology salon or specialty salon license may lease space to a cosmetologist or specialist as an independent contractor. Also, a cosmetologist or specialist who leases space must hold both a cosmetology or specialty license and a booth rental license. Leased space must comply with applicable square feet and equipment requirements.

This is entirely up to you. Do you want the added expense of adding your employee to your insurance, changing your business structure, getting workman's comp and a payroll system? IC's carry their own insurance and business license. You just give them the address and let them know what percentage you get (make sure you have an IC agreement or the IRS will be knocking on your door). If you are going to be hiring a lot of people, you may want to go the employee route.

The IRS uses a set of 20 factors to differentiate between employees and independent contractors, but these factors include Financial control. An employer can control how the business aspects of an employee's activities are conducted. Relationship. An employee generally has access to benefits, and the employment is more likely long-term. We can analyze your situation to determine if you have or should have employees or independent contractors.

If a person is providing nanny, elder care giver or housekeeping the answer 99% of the time is you have a household employee, NOT independent contractors. The key is the ability of you, the employer to control there services. Even if they sign a contract saying they are an independent contractor the IRS will analysis the nature of the work and nullify the designation. At that point you will be required to pay all taxes due and interest, fines and penalties.

From the insurance company's standpoint, the coverage is exactly the same for an employee and an independent contractor and it doesn't matter how they are listed on the certificate of membership. The differences between an employee and an independent contractor are mostly tax driven. An employee will have his or her taxes withheld by the employer and receive a W2 at tax time while an independent contractor will not have his or her taxes withheld and will receive a 1099 at tax time.

Nannies and most other household workers are employees of the family for which they work. The difference between employees and independent contractors hinges on the amount of control one has over the worker. The IRS created a 20-point test to determine control and has ruled that household workers should be treated as employees. If you think your worker might be an independent contractor, feel free to call our toll free help line at 888-273-3356.

The New York State UI Law does not define an independent contractor. It contains a very broad definition of employment as any service performed under a contract of hire. Case law has held that employment exists when there is a right to supervise, direct and control the services performed. Relationships are examined on a case-by-case basis to determine if supervision, direction and control are being exercised over the services rendered.

The Nebraska Workers' Compensation Act (Act) applies to the State of Nebraska, to every governmental agency created by it, and to every employer in the state employing one or more employees in the regular trade, business, profession, or vocation of the employer. Thus, virtually all employees are covered by the Act, including employees of private industry, state and local government, part-time employees, minors, and employees of charitable organizations.

If you need to add an employee or IC during the year we pro rate the premium from the time you add the employee or IC until the end of your membership. At renewal time you will need to include the employee or IC on your renewal application and pay the full cost for the upcoming term. The charge for adding them midterm is:

quot;Common law," as we know it, has evolved slowly over the centuries based upon judgments rendered by the courts on individual cases. The common law of employment, as it exists today, is the total of all court decisions related to the question of what constitutes an employment relationship.

Ask the contractor to prove in writing (to you) licensing, insurance, MSDS sheets of materials, scope of work, & pricing. Ask the contractor about their experience. Don't believe a preprinted "referrals list." Ask the contractor for the name & telephone number of a nearby customer that they performed work for. Ask the contractor the methods and procedures they will perform. Be wary of quick answers.

Many individuals claim to be operating as independent contractors, and some employers have classified certain employees as independent contractors. However, in some instances we have determined that these are misclassifications. We follow the federal guidelines as to determining "independent contractor" status.

Business License - The municipality where your business is located may require you to register in that city or county. This may be in the form of a business license, use permit or other document. Registration with the Secretary of State - Corporations, limited liability companies, and limited liability partnerships are required to file with the Secretary of State where they are performing services.

MJH is ideal for independent contractors (IC) and free agents. One of the challenges facing an IC is validating past work. Now, by using MJH, an IC can maintain an ongoing list of verified projects. At the end of a significant assignment, an IC simply goes to MJH, and requests a verification of the assignment just completed. In the future, prospective employers can view an IC's verified Report on MJH and see a whole list of satisfied past clients.