Employee or Independent Contractor? That’s the Question in California and Everywhere Else

A business owner’s hiring of a worker as an employee has real costs beyond the wages paid to the employee. Such costs range from hard costs (e.g., payroll taxes, unemployment, health and disability insurance, etc.) to costs such as compliance with the regulatory requirements of having an employee, along with the added administrative burdens of payroll and a human resource department. In a perceived cost savings measure, some business owners have been tempted to hire workers and treat them as independent contractors. Nonetheless, the decision to designate a worker an “independent contractor” as opposed to an “employee” is not one without consequences that demand careful Continue reading »