IRS Pushes Independent Contractor/Employee Issue
The IRS appears to be taking stronger steps toward ensuring employees are not misclassified as independent contractors. The IRS “considers this a major issue of non-compliance.” The IRS encourages workers that believe they have been misclassified to file a Form SS-8 with the IRS to challenge the determination and to get the IRS to reclassify the worker.
The IRS also allows workers to file a Form 8919 while the reclassification is being reviewed. The form allows workers to pay only the portion of the FICA and Medicare that are attributable to employee, instead of the entire FICA and Medicare tax applicable to true independent contractors.
The IRS looks at three areas to determine a workers’ status:
- Behavioral control (whether the business has a right to direct and control how the worker performs the task for which they are hired)
- Financial control (whether a worker has the ability to affect financial decisions)
- Type of relationship (what does the contract between the worker and the business say; does the worker get benefits; permanency of the relationship)
The IRS correctly directs employers and employees with questions regarding appropriate classification to seek advice from a knowledgeable professional.
Phillip J. Griego & Associates 95 South Market Street, Suite 520 San Jose, CA 95113 Tel. 408-293-6341Original article by Robert E. Nuddleman of Phillip J. Griego & Associates
Feel free to suggest topics for the blog. We are happy to consider questions or comments pertaining to general points of Labor and Employment Law. If you desire legal advice, please contact one of our attorneys directly though the Contact Us page of our website.
Your use of this blog does not create an attorney-client relationship between you and Phillip J. Griego & Associates. The use of the Internet or this blog for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be posted in this blog and Phillip J. Griego & Associates cannot guarantee the confidentiality of anything posted to this blog.
