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INDEPENDENT CONTRACTOR VERIFICATION

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					                        INDEPENDENT CONTRACTOR VERIFICATION

Mistakenly classifying an employee as an independent contractor can result in fines and penalties. The
following questionnaire is based upon the 20 factors used by the IRS to determine whether someone is
an employee or an independent contractor. In theory, you should only be concerned with the results of
the work, not the way in which it is performed. These rules are intended only as a guide; the IRS says
the importance of each factor depends on the individual circumstances. If you answer “yes” to all of the
first four questions, you are probably dealing with an independent contractor; “yes” to any of questions
5 through 20 means your worker is probably an employee.

Person’s Name:                                                     SSN:

1.    Yes        No      Profit or Loss. Can the person make a profit or suffer a loss as a result of
                         the work, aside from the money earned from the project? (This should
                         involve real economic risk – not just the risk of not getting paid.)

2.    Yes        No      Investment. Does the person have an investment in the equipment and
                         facilities used to do the work? (The greater the investment, the more likely
                         independent contractor status.)

3.    Yes        No      Works for more than one person or firm. Does the person work for
                         more than one company at a time? (This tends to indicate independent
                         contractor status, but is not conclusive, since employees can also work for
                         more than one employer.)

4.    Yes        No      Services offered to the general public. Does the worker offer services to
                         the general public? (Advertising to the public shows independence.)

5.    Yes        No      Instructions. Do you have the right to give the person instructions about
                         when, where, and how to work? (This shows control over the worker).

6.    Yes        No      Training. Do you train the person to do the job in a particular way?
                         (Independent contractors are already trained.)

7.    Yes        No      Integration. Are the person’s services so important to your operations that
                         they have become a necessary part of the business? (This may show that
                         the worker is subject to your control.)

8.    Yes        No      Services rendered personally. Must the person provide the services
                         personally, as opposed to delegating tasks to someone else? (Indicates that
                         you are interested in the methods employed and not just the results.)

9.    Yes        No      Hiring assistants. Do you hire, supervise, and pay the person’s assistants?
                         (Independent contractors hire and pay their own staff.)

10.   Yes        No      Continuing relationship. Is there an ongoing relationship between the
                         person and yourself? (A relationship can be considered ongoing if services
                         are performed frequently, but irregularly.)
11.   Yes       No       Work hours. Do you set the person’s hours? (Independent contractors
                         are masters of their own time.)

12.   Yes       No       Full-time work. Must the person spend all of his or her time on your job?
                         (Answering no does not by itself mean independent contractor status.)

13.   Yes       No       Work done on premises. Must the individual work on your premises, or
                         do you control the route or location where the work must be performed?
                         (Answering no does not by itself mean independent contractor status.)

14.   Yes       No       Sequence. Do you have the right to determine the order in which services
                         are performed? (This shows control over the worker.)

15.   Yes       No       Reports. Must the person give you reports accounting for his or her
                         actions? (This may show lack of independence.)

16.   Yes       No       Pay schedules. Do you pay the person by the hour, week, or month?
                         (Independent contractors are generally paid by the job or on commission,
                         although by industry practice, some are paid by the hour.)

17.   Yes       No       Expenses. Do you pay the person’s business or travel costs? (This tends
                         to show control.)

18.   Yes       No       Tools and materials. Do you provide the person with equipment, tools, or
                         materials? (Independent contractors generally supply the materials for the
                         job and use their own tools and equipment.)

19.   Yes       No       Right to fire. Can you fire the person? (An independent contractor
                         cannot be fired without subjecting you to the risk of a breach of contract
                         lawsuit.)

20.   Yes       No       Worker’s right to quit. Can the person quit at any time without incurring
                         liability? (An independent contractor has a legal obligation to complete
                         the contract.)

Please send a copy of the person’s W-9 to Accounts Payable (fax # 6-5010), if one is not already on file.
Also, attach a copy of the SPO, if applicable, with a description of the services provided. Human
Resources will contact the department to provide the required documentation, if the vendor is deemed
not to be an independent contractor.

By:
      Department Representative and Phone Number                           Date