The level of control the employer has over the worker is the primary factor used to determine whether a worker is an employee or an independent contractor. If the employer has a high level of control over the worker, then the worker is more likely to be considered an employee. If the employer has a low level of control over the worker, then the worker is more likely to be considered an independent contractor.

Courts consider a variety of factors when determining whether a worker is an employee or an independent contractor, including the worker's level of skill and expertise, the worker's intent to be an employee or an independent contractor, and the amount of money the worker is paid.

Misclassification of a worker as an independent contractor can have a number of negative consequences, including the denial of benefits to the worker, liability for back taxes and penalties for the employer, and increased liability for injuries or accidents that occur on the job.

Employers can take a number of steps to avoid misclassifying workers as independent contractors, including creating a written contract that clearly defines the relationship between the employer and the worker, providing the worker with benefits such as health insurance and paid time off, and giving the worker the opportunity to work on their own schedule and from their own location.

An employee is paid a salary, is subject to the employer's control, and is eligible for benefits such as health insurance and paid time off. An independent contractor is paid by the hour, is not subject to the employer's control, and is not eligible for benefits.

Courts consider a variety of factors when determining whether a worker is an employee or an independent contractor, including the level of control the employer has over the worker, the worker's level of skill and expertise, and the worker's intent to be an employee or an independent contractor.

Misclassification of a worker as an independent contractor can have a number of negative consequences, including the denial of benefits to the worker, liability for back taxes and penalties for the employer, and increased liability for injuries or accidents that occur on the job.

Employers can take a number of steps to avoid misclassifying workers as independent contractors, including creating a written contract that clearly defines the relationship between the employer and the worker, providing the worker with benefits such as health insurance and paid time off, and giving the worker the opportunity to work on their own schedule and from their own location.

An employee is paid a salary, is subject to the employer's control, and is eligible for benefits such as health insurance and paid time off. An independent contractor is paid by the hour, is not subject to the employer's control, and is not eligible for benefits.

Courts consider a variety of factors when determining whether a worker is an employee or an independent contractor, including the level of control the employer has over the worker, the worker's level of skill and expertise, and the worker's intent to be an employee or an independent contractor.

Misclassification of a worker as an independent contractor can have a number of negative consequences, including the denial of benefits to the worker, liability for back taxes and penalties for the employer, and increased liability for injuries or accidents that occur on the job.

Employers can take a number of steps to avoid misclassifying workers as independent contractors, including creating a written contract that clearly defines the relationship between the employer and the worker, providing the worker with benefits such as health insurance and paid time off, and giving the worker the opportunity to work on their own schedule and from their own location.

An employee is paid a salary, is subject to the employer's control, and is eligible for benefits such as health insurance and paid time off. An independent contractor is paid by the hour, is not subject to the employer's control, and is not eligible for benefits.

Courts consider a variety of factors when determining whether a worker is an employee or an independent contractor, including the level of control the employer has over the worker, the worker's level of skill and expertise, and the worker's intent to be an employee or an independent contractor.

Misclassification of a worker as an independent contractor can have a number of negative consequences, including the denial of benefits to the worker, liability for back taxes and penalties for the employer, and increased liability for injuries or accidents that occur on the job.