b'premiums. the worker should actually abide by all of the Several factors are considered in determining theterms of the agreement.The contractor should independent-ness of workers and they include:bill your business for the services rendered on a degree of control by the employer over the worker,periodic basis and the contractor should have its whether the worker is at risk with respect to his or her capital when performing the work, theThe worker may very well bring method of compensation, and whether the worker possesses thean action against the companyqualifications, tools andown workers compensation coverage and other equipment toinsurance.As much independence as possible successfullyshould be given in the areas of hours worked, perform thewhere and how the job is to be performed, etc.job withoutThe contractor should provide its own tools, help.If yousupplies, permits, training and transportation and classify amake the services available to the public.Set the worker as anjob specifications but dont tell the independent independentcontractor how to do its job.Dont forget to provide contractor butthe IRS 1099 form at the end of the year. that individualNow is the time to clean up any misclassifications works onlyand to establish true and defensible independent for youcontractor relationships before you are audited.throughoutRemember, a consensual, informal agreement the year, therewith an employee to classify him or her as an is a strongindependent contractor is fraught with peril.The presumptionagreement is unenforceable and, moreover, when that thatthe individual becomes disgruntled, the worker workermay very well bring an action against the company is not anclaiming employee status.Dunlevey, Mahan & independentFurry performs wage-hour compliance audits contractorwhich include independent contractor status because he oranalysis.Often, positions can be restructured and she has only one customer.For a complete checklistre-documented in order to properly classify the of Independent Contractor vs. Employee statusindividual as an independent contractor.Legal and other helpful information, visit the librarycounsel should be consulted in order to effectively section of the website for Dunlevey, Mahan & Furryrestructure a position.Watch for significant and click on http://www.dmfdayton.com/learning- developments about this issue coming soon from center/articles/item/161-independent-contractor- both Washington, as well as your State capitol.vs-employee.html.If you intend to utilize independent contractors,For further information, contact Bob Dunlevey at it is imperative that a well crafted independentDunlevey, Mahan & Furry (937) 223-6003 or visit the contractor agreement be entered into with eachfirms website at www.dmfdayton.com.worker.Model independent contractor agreements from a bookstore no longer will suffice.Most of the characteristics of independent contractor-ness must be incorporated within the agreement.Not only should you have a written agreement, www.mrca.orgMidwest Roofer 17'