Should a worker be treated and paid like a company’s employee, or like an “independent contractor?” As the economy changes, this is becoming a significant issue under federal and state law. When a company classifies a worker as an independent contractor, that worker becomes responsible for paying additional payroll taxes and fees that employees do not face, and the worker loses benefits that employees receive. But only certain types of workers can legally be classified as Independent Contractors. Misclassifications can cost companies substantial fees and penalties, including I.R.S penalties, which may be even greater under California law. If you need advice about whether a worker is an Independent Contractor or an Employee, contact Attorney Janovsky for a consultation.
Legal Disclaimer: The information provided on this website is not legal advice, and does not establish an attorney-client relationship. The information is provided for informational purposes only.