Independent contractor engagement services provider

Common law principles further define independent contractor status by method of compensation. If a person is on an employer’s payroll and receives a steady paycheck, clearly that the person is an employee rather than an independent contractor, who likely receives payment in a different manner. Other considerations when identifying someone as an independent contractor may include:

• If the worker supplies his or her own equipment, materials and tools
• If all necessary materials are not supplied by the employer
• If the worker can be discharged at anytime and can choose whether or not to come to work without fear of losing employment
• If the worker control the hours of employment thus indicating they are acting as an independent contractor
• Whether the work is temporary or permanent

Let TBS help you with Contractor Compliance and Engagement Services and with your contingent workforce service requirements.