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The Economic Policy Institute estimates that 10%–15% of employers misclassify at least one worker as an independent contractor. Whether intentional or not, misclassification is a crime that can result in serious financial penalties, and in some cases, jail time.
Running your business is an exciting venture—until tax season. Among the numerous tax-related issues to consider is whether your employees are correctly classified as employees or independent contractors. It’s critical to understand this distinction, because as an employer, you’re responsible for various tax withholdings and filings. To guide you, the Internal Revenue Service (IRS) has an independent contractor test to help classify workers as W-2 employees or 1099 contractors.
While the IRS has a clear demarcation between employees and independent contractors, it’s still difficult to comprehend every aspect of the classifications. What’s more, some states may operate on a different test beyond the one used by the IRS. And for business based in California, classification is made more challenging with the passage—and subsequent exemptions—of the AB5 law.
To run a successful and compliant business with independent contractors as part of your workforce, you must first understand how the IRS categorizes independent contractors. This webinar will explain the latest test used by the IRS to classify workers, how states’ independent contractor tests vary from the IRS, and how California’s laws for classifying workers affects businesses with contractors.
In this webinar, we’ll define what an independent contractor is and list examples, as well as explore the pros and cons of being an independent contractor.
It will also cover the tests to determine whether a person is an independent contractor of employer.
The following tests will be discussed:
Learning Objectives:
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