The larger the company, the more departments it has, which makes it easy to mix up the classifications for employees versus independent contractors.
A mis-classification problem could lead to all sorts of business headaches, including wage disputes and questions as to whether there could or should be a change to a contractor’s status.
Understanding The Difference
An employee may be entitled, depending on each individual situation, to company benefits, such as overtime pay, a medical and dental plan, vacation and sick leave, unemployment insurance, and a 401K plan, among others. Taxes are also taken out of employee paychecks. In return, the company expects the employee to provide a certain number of hours of work each week and follow whatever company policies are in place. Independent contractors control their own businesses. They are responsible for their own insurance and payment of their own taxes. Their link to the company they serve will either be by verbal or written contract.
How A Problem Arises
Independent contractor mis-classification is often the result of miscommunication. Here is an example: If the operations manager in charge of a particular department hires an outside contractor to fill a need, neither the legal department nor the human resources department may be aware of it. Information slips through the cracks, and the contractor may find that there is an unaccountable delay in payment for the services he or she has provided. The contractor will eventually receive the payment, but the company took out taxes because they mis-classified the contractor as an employee. Stranger things could happen.
Developing A Remedy
An effective way to head off the mis-classification dilemma in a large company is to put a gatekeeper in place, someone who will be in charge of approving all department requests to hire independent contractors and keep other interested departments, such as HR, up to date, and to ensure legal counsel for compliance purposes.
We hope that the above provides an insight into this business compliance practice.
Please feel free to contact our firm if you have any questions.