Small business owners are often faced with the decision to classify a worker either as an employee or an independent contractor. Unfortunately, these employers frequently and incorrectly classify workers as independent contractors when they should be classified as employees as. The reason for misclassification usually boils down to economics; small business trying to save money anywhere they can in order to increase the bottom line.
It’s been my experience that most small business owners a) don’t understand worker classification, b) depend on the wrong people to advise them and c) don’t understand the potential consequences of misclassification.
Based on this experience, I wanted to create a guide to help employers learn the factors to consider when classifying workers, the reasoning behind these factors and why it is so important to get this right. In my free legal guide, The Great Worker Classification Dilemma; Employee or Independent Contractor?, you’ll receive:
- An easy-to-understand list of factors used by the IRS, the Department of Labor and South Carolina courts to determine whether a worker is an employee or an independent contractor,
- Examples of situations that could arise from misclassifying an employee as an independent contractor,
- A simple comparison of the money saved by classifying a worker as an independent contractor to the potential money lost, if that worker was actually an employee, and
- A 10-Question Quiz to help you determine if a worker is an employee or an independent contractor.
To read, print or download the guide, go to my Resources Page and click the link – you may find something else on the page that could help you. Of course, if you have any questions about this or any other business issue, please let me know. I’d love to talk!