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Submitted URL: https://bit.ly/48R5zIH
Effective URL: https://www.trsstaffing.com/msp/misclassifying-your-contingent-workforce?utm_source=mailshot&utm_medium=organic&utm_campaign...
Submission: On December 29 via api from CA — Scanned from CA

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MISCLASSIFYING YOUR CONTINGENT WORKFORCE




Misclassifying your contingent workforce can lead to severe regulatory and
financial penalties, not to mention the impact on your company's brand and
social value. In our experience, one of the common pitfalls our clients fall
into is engaging a 1099 independent contractor when the circumstances dictate
that they really should be treated like a W-2 contractor.





SO, WHAT IS THE DIFFERENCE?




The main differences between a W-2 contractor (employee) and a 1099 independent
contractor (IC) are as follows:






Tax Withholding



 * W-2 Contract Employee: Taxes, including income tax and payroll taxes (Social
   Security and Medicare), are withheld by the employer, and paid on behalf of
   the contract employee.
 * 1099 Independent Contractor: No taxes are withheld by the client or payer.
   The independent contractor is responsible for paying both income tax and
   self-employment taxes.





 

Contract Employee Benefits



 * W-2 Contractor Employee: May be eligible for employee benefits such as health
   insurance, retirement plans, and paid time off provided by the employer.
 * 1099 Independent Contractor: Typically, not eligible for employee benefits
   from the client or payer. They are responsible for their own benefits and
   insurance.





 

Control and Independence



 * W-2 Contract Employee: Typically, subject to more direct control and
   oversight by the employer regarding work hours, tasks, and how the work is
   performed.
 * 1099 Independent Contractor: Generally, has more independence and control
   over how they perform their work, including the methods and hours worked.





 

Employment Rights



 * W-2 Contract Employee: Has certain employment rights and protections, such as
   minimum wage, overtime pay, and access to unemployment benefits.
 * 1099 Independent Contractor: Generally, does not have the same employment
   rights and protections as a contract employee.





 

Tax Forms



 * W-2 Contract Employee: Receives a W-2 form from the employer at the end of
   the year, detailing their earnings and withheld taxes.
 * 1099 Independent Contractor: Receives a 1099-NEC or 1099-MISC form from
   clients or payers, reporting their earnings, but no taxes are withheld.





 

Business Expenses & Timesheets



 * W-2 Contractor: Typically, not responsible for business-related expenses;
   these are covered or reimbursed by the employer. Timesheets are completed and
   authorized by the employer’s direct report for payment by the agency.
 * 1099 Independent Contractor: Responsible for their own business expenses,
   which can be deductible for tax purposes. They are paid on invoices for time
   and materials but on timesheet hours.





 

It's important for both clients and workers to correctly classify their working
relationship, as misclassification can lead to tax issues and potential legal
consequences. The determination of whether someone is a W-2 Contract Employee,
or a 1099 Independent Contractor depends on various factors, including the level
of control, the nature of the work, and the legal agreements in place. 






We have created the TRS WFS Risk Calculator to quickly identify and audit the
potential risk value of your 1099 independent Contractor workforce. Complete the
form below and we will be in touch with your results. 







Name

Email address

No. of 1099 ICs

Avg. Pay Rate

No. years the 1099 ICs have been engaged

Submit

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Misclassifying your contingent workforce
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Location: CA
City: Toronto
GeoOptions: 30428