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Classifying Contract Workers North Carolina

One of biggest impediments to small business growth is the difficulty of classifying workers as independent contractors instead of employees. This is essentially a tax issue. An independent contractor -- someone who does work for your company but is not a full employee -- is responsible for paying his/her own taxes. If that person were classified as an employee, you would be responsible for taxes. But the IRS has a long list of qualifications a worker must meet to be classified as an independent contractor, and often business owners and the IRS disagree about who qualifies. The IRS qualifications are listed here, along with some steps you can take to increase the likelihood of your workers qualifying as independent contractors.

Local Companies

StreamLogic Inc.
704-771-1090
3030 Glen Summit Dr.
Charlotte, NC
Professional Surveillance Group
336-547-0244
5607 W Friendly Ave
Greensboro, NC
Investigative Associates and Consultants Inc
336-768-7040
3775 Vest Mill Rd
Winston-Salem, NC
Blackman Detective Services
919-821-0016
323 W Morgan St
Raleigh, NC
Excalibur Agency LLC
919-832-9017
33 W Davie St
Raleigh, NC
Eye C U LLC
919-834-0722
504 Freeman St
Raleigh, NC
Spillman Investigative Services
336-725-2226
Po Box 25101
Winston-Salem, NC
Vanguard Vista
919-859-4001
1100 Crescent Green
Cary, NC
Cardinal Solutions Group
(704) 331-6567
525 North Tryon Street Suite 1700
Charlotte, NC
Abacus Research
336-218-0725
3702 Alliance Dr
Greensboro, NC



One of biggest impediments to small business growth is the difficulty of classifying workers as independent contractors instead of employees. This is essentially a tax issue. An independent contractor -- someone who does work for your company but is not a full employee -- is responsible for paying his/her own taxes. If that person were classified as an employee, you would be responsible for taxes. But the IRS has a long list of qualifications a worker must meet to be classified as an independent contractor, and often business owners and the IRS disagree about who qualifies. The IRS qualifications are listed here, along with some steps you can take to increase the likelihood of your workers qualifying as independent contractors.

The issue of control is central to the IRS' independent contractor evaluation. If you control how a worker completes a task for you, the IRS often regards your relationship with a worker as employer-employee. In order for someone to qualify as an independent contractor, the following conditions must exist:
  • The worker hires, supervises and pays his or her assistants

  • The worker is free to work when and for whom he or she chooses

  • The worker does the work at his or her own office or shop

  • The worker is paid by the job or receives a straight commission

  • The worker has the risk of profit or loss

  • The worker does work for several businesses at one time

  • The worker makes his or her services available to the general public (sometimes indicated by having business cards or a listing in the Yellow Pages)

  • The worker cannot be fired as long as he or she meets contract specifications

Some states have rules regarding independent contractors so check with your state's employment office before hiring. In addition, certain workers are automatically classified as employees, regardless of their work arrangement with you. Workers in this category include: full-time salespeople who sell goods for resale; full-time life insurance agents working mainly for one company; at-home workers who are supplied with material and given work performance specifications; and food and laundry delivery drivers.



To increase your chances of convincing the IRS that a worker is in fact an independent contractor, take the following steps:


  • State in your contracts that a worker is an independent contractor including a statement that all payments to the worker will be reported to the IRS on Form 1099.

  • Pay for work by the job, instead of by the hour, the week or the month.

  • Have all workers submit invoices for work before paying them.

  • State in all contracts with contract workers that the individual is responsible for his or her own insurance, including workers' compensation.

  • Construct a contract that allows the contract worker to use his or her own tools and equipment, and to hire his or her own assistants.

Featured Local Company

StreamLogic Inc.

Specializing in technology integration, business process automation, software development, and workplace collaboration.

704-771-1090
3030 Glen Summit Dr.
Charlotte, NC
http://www.StreamLogicInc.com

Specializing in technology integration & optimization, business process automation, custom software development, and workplace collaboration solutions, StreamLogic helps organizations align technology with their business goals, developing complete solutions to help them run better, prosper and grow.

At StreamLogic, we provide more than just great service. We work as a part of your team, taking the time to learn what is important to your business. By understanding how you measure success, we are able to offer customized technology solutions that help your organization operate more effectively, better utilize your technical resources, and spend less money.

Headquartered in Charlotte, North Carolina, StreamLogic serves clients across the United States, as well as several international organizations in Europe and Asia. We use a combination of the latest technologies and business best-practices to enhance your business and create a positive impact on your bottom line - and that makes us one great partner.


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