Tags |
|
|
Links |
|
|
Hub You - Are Your Cleaning Company Workers Employees or Subcontractors?
Have you streamlined your business with innovative equipment and progressive training, yet, efficiency eludes you? Do you cringe when you hear the words human error? Is the cash register too quiet and the standard office operating procedure chaotic and unproductive? How can you make your business run smoother and demand optimum performance from your team without becoming more stressed yourself? Stress is your company’s worst enemy. The cost in health care, mistakes on the job, troubled family lives and unpleasant work environments often add up to lost revenues for your company. Take a moment to step back and incorporate some stress reducing techniques
2. Get a completed W-9 form from the individual and then be prepared to complete a 1099 at the end of the year.
3. Pay only when the independent contractor submits invoices to you.
4. If the particular project changes in any way, goes over budget, takes longer than expected, etc., address these issues in writing.
5. Have the independent contractor provide you with documented proof of insurance.
6. If at all possible, do not pay the independent contractor on an hourly basis. Instead, break down the amounts to be paid in terms of deliverables you receive throughout the life of the project.
Following these guidelines is not a guarantee the IRS will consider the worker as an
Scrapbooking can be an expensive hobby. From patterned paper, accents, embellishments, and cardstock, it all adds up. I've been scrapbooking for about 7 years and at first, I went to all the fancy specialty scrapbook supply stores, where things are more expensive. Over the past several years though, I have found some great ways to save cash.Scrapbooking Supplies at a Discount The most obvious way to save money is to find a place to shop that sells scrapbooking supplies at a discount. I have found that website stores actually have lower prices then stores. One example is they carry the Hermafix Dotto Glue Refill for $3.99, this is $2.00 less
Putting employees on the payroll means that you are responsible for withholding income taxes, social security taxes, Medicare, and unemployment taxes. A business can get around all of this by hiring "independent contractors" instead of putting employees on the payroll. The independent contractor is then responsible to pay his or her own taxes and insurance. But the IRS has strict guidelines that determine if they are truly an independent contractor or if they are actually an employee.
Who is an independent contractor? If you, as the employer, only have the right to decide the result of the work being done, and not how that result is achieved, then the individual is most likely an independent contractor. However, if you as the employer control not only the end result, but also how that result is achieved and when the work is to be performed, then the individual is your employee and not an independent contractor.
Following are factors you should consider when determining if you should classify an individual as an employee or an independent contractor.
1. Does the worker need to follow your methods for getting the job done? An independent contractor can generally decide for himself (or herself) how to complete an assigned task.
2. Do you provide training for the worker? If you have to train an individual for a job, then that person will probably be considered an employee.
3. Is the employee's services an integral part of the business? This will probably bump a worker into employee status.
4. Do you require the individual perform all the services personally? Independent contractors may have their own employees or their own subcontractors that perform part of the work.
5. Do you set the worker's schedule and hours? An independent contractor will set his or her own hours. A contractor may have to work between a certain time frame because of agreements with vendors, but specific hours are generally not set.
6. Do you provide the supplies and equipment used on the job? An independent contractor is responsible for the providing their own supplies and equipment used on the job.
7. Do you pay expenses, mileage, etc.? An independent contractor is usually liable for their own expenses, even though they might bill you and seek reimbursement for items needed during their working relationship with you.
8. Does the worker have other clients? If an individual is working with multiple clients, that is a sign that they are an independent contractor.
9. Do you have the right to fire the individual at any time? Or does the individual have the right to quit at any time? Independent contractors are usually bound by a contract and can only be let go if there is a failure to meet the contract's requirements.
10. Does the worker have his or her own office? Having their own office space is a good sign the individual is an independent contractor and not an employee. The office can be a home office, but they should have a phone line dedicated to their business.
If you believe that your worker has satisfied the independent contractor status, strengthen your stance by doing the following:
1. Put your agreement with the contractor in writing. Make sure that you include a description of the project, the time duration, the amount to be paid and a clause that recognizes that the individual is an independent contractor.
2. Get a completed W-9 form from the individual and then be prepared to complete a 1099 at the end of the year.
3. Pay only when the independent contractor submits invoices to you.
4. If the particular project changes in any way, goes over budget, takes longer than expected, etc., address these issues in writing.
5. Have the independent contractor provide you with documented proof of insurance.
6. If at all possible, do not pay the independent contractor on an hourly basis. Instead, break down the amounts to be paid in terms of deliverables you receive throughout the life of the project.
Following these guidelines is not a guarantee the IRS will consider the worker as an i
Business incorporation is a form of legal arrangement open to any business. There are advantages and disadvantages to the corporate form of business which is why you need to consult with your lawyer and accountant to determine if incorporation is the form that you require. The differences refer to liability and taxes. The profits of a corporation are taxed at the corporate profits tax rate. The part of corporate profits that the stockholder, or owner, receives is called dividends. The stockholder pays taxes on the dividends at the individual tax rate. Therefore, dividends are a part of corporate profits that are subject to double taxation. This
Who is an independent contractor? If you, as the employer, only have the right to decide the result of the work being done, and not how that result is achieved, then the individual is most likely an independent contractor. However, if you as the employer control not only the end result, but also how that result is achieved and when the work is to be performed, then the individual is your employee and not an independent contractor.
Following are factors you should consider when determining if you should classify an individual as an employee or an independent contractor.
1. Does the worker need to follow your methods for getting the job done? An independent contractor can generally decide for himself (or herself) how to complete an assigned task.
2. Do you provide training for the worker? If you have to train an individual for a job, then that person will probably be considered an employee.
3. Is the employee's services an integral part of the business? This will probably bump a worker into employee status.
4. Do you require the individual perform all the services personally? Independent contractors may have their own employees or their own subcontractors that perform part of the work.
5. Do you set the worker's schedule and hours? An independent contractor will set his or her own hours. A contractor may have to work between a certain time frame because of agreements with vendors, but specific hours are generally not set.
6. Do you provide the supplies and equipment used on the job? An independent contractor is responsible for the providing their own supplies and equipment used on the job.
7. Do you pay expenses, mileage, etc.? An independent contractor is usually liable for their own expenses, even though they might bill you and seek reimbursement for items needed during their working relationship with you.
8. Does the worker have other clients? If an individual is working with multiple clients, that is a sign that they are an independent contractor.
9. Do you have the right to fire the individual at any time? Or does the individual have the right to quit at any time? Independent contractors are usually bound by a contract and can only be let go if there is a failure to meet the contract's requirements.
10. Does the worker have his or her own office? Having their own office space is a good sign the individual is an independent contractor and not an employee. The office can be a home office, but they should have a phone line dedicated to their business.
If you believe that your worker has satisfied the independent contractor status, strengthen your stance by doing the following:
1. Put your agreement with the contractor in writing. Make sure that you include a description of the project, the time duration, the amount to be paid and a clause that recognizes that the individual is an independent contractor.
2. Get a completed W-9 form from the individual and then be prepared to complete a 1099 at the end of the year.
3. Pay only when the independent contractor submits invoices to you.
4. If the particular project changes in any way, goes over budget, takes longer than expected, etc., address these issues in writing.
5. Have the independent contractor provide you with documented proof of insurance.
6. If at all possible, do not pay the independent contractor on an hourly basis. Instead, break down the amounts to be paid in terms of deliverables you receive throughout the life of the project.
Following these guidelines is not a guarantee the IRS will consider the worker as an
When disaster strikes, Horizon signal is there providing emergency traffic signals and promoting traffic safety. The portability of our equipment is a crucial aspect in disaster management. Being able to quickly deploy traffic control equipment is essential in a disaster situation. Horizon Signal offers products to control all traffic situations, protect property and save lives. Our product line includes portable traffic signals, portable traffic lights, traffic light control systems and flagging traffic control alternatives.Our primary focus is on convenience, work zone safety, and endurance in a disaster zone. When there is a disaster sit
3. Is the employee's services an integral part of the business? This will probably bump a worker into employee status.
4. Do you require the individual perform all the services personally? Independent contractors may have their own employees or their own subcontractors that perform part of the work.
5. Do you set the worker's schedule and hours? An independent contractor will set his or her own hours. A contractor may have to work between a certain time frame because of agreements with vendors, but specific hours are generally not set.
6. Do you provide the supplies and equipment used on the job? An independent contractor is responsible for the providing their own supplies and equipment used on the job.
7. Do you pay expenses, mileage, etc.? An independent contractor is usually liable for their own expenses, even though they might bill you and seek reimbursement for items needed during their working relationship with you.
8. Does the worker have other clients? If an individual is working with multiple clients, that is a sign that they are an independent contractor.
9. Do you have the right to fire the individual at any time? Or does the individual have the right to quit at any time? Independent contractors are usually bound by a contract and can only be let go if there is a failure to meet the contract's requirements.
10. Does the worker have his or her own office? Having their own office space is a good sign the individual is an independent contractor and not an employee. The office can be a home office, but they should have a phone line dedicated to their business.
If you believe that your worker has satisfied the independent contractor status, strengthen your stance by doing the following:
1. Put your agreement with the contractor in writing. Make sure that you include a description of the project, the time duration, the amount to be paid and a clause that recognizes that the individual is an independent contractor.
2. Get a completed W-9 form from the individual and then be prepared to complete a 1099 at the end of the year.
3. Pay only when the independent contractor submits invoices to you.
4. If the particular project changes in any way, goes over budget, takes longer than expected, etc., address these issues in writing.
5. Have the independent contractor provide you with documented proof of insurance.
6. If at all possible, do not pay the independent contractor on an hourly basis. Instead, break down the amounts to be paid in terms of deliverables you receive throughout the life of the project.
Following these guidelines is not a guarantee the IRS will consider the worker as an
The world that people live and work in is complex. The behaviours and skills required to solve a simple problem are always multi-dimensional. And yet much, or indeed most, training developed and executed in corporate training programmes are linear in nature. This mismatch between the real world and the training world makes it a certainty that organisations are wasting their training dollar.Even at the simplest level of required knowledge acquisition the old fashioned “chalk and talk”, where a trainer interacts with the audience in one direction with a frightening array of slides, the content of which is the same as the words spoken,
8. Does the worker have other clients? If an individual is working with multiple clients, that is a sign that they are an independent contractor.
9. Do you have the right to fire the individual at any time? Or does the individual have the right to quit at any time? Independent contractors are usually bound by a contract and can only be let go if there is a failure to meet the contract's requirements.
10. Does the worker have his or her own office? Having their own office space is a good sign the individual is an independent contractor and not an employee. The office can be a home office, but they should have a phone line dedicated to their business.
If you believe that your worker has satisfied the independent contractor status, strengthen your stance by doing the following:
1. Put your agreement with the contractor in writing. Make sure that you include a description of the project, the time duration, the amount to be paid and a clause that recognizes that the individual is an independent contractor.
2. Get a completed W-9 form from the individual and then be prepared to complete a 1099 at the end of the year.
3. Pay only when the independent contractor submits invoices to you.
4. If the particular project changes in any way, goes over budget, takes longer than expected, etc., address these issues in writing.
5. Have the independent contractor provide you with documented proof of insurance.
6. If at all possible, do not pay the independent contractor on an hourly basis. Instead, break down the amounts to be paid in terms of deliverables you receive throughout the life of the project.
Following these guidelines is not a guarantee the IRS will consider the worker as an
IntroductionThe state of Gujarat in India, popularly known as the ‘Manchester Of the East’, has a rich heritage of textile crafts. The arid region of Kutchh is the richest in the state in terms of cultural heritage. However, there are several other parts of the state which specialize in some form of textile craft or the other. In this article, we have outlined some of the traditional textile crafts of this beautiful state and have attempted to analyze the scope of these crafts.BandhniThe craft of ‘Tie & Dye’, typically known as ‘Bandhni’ or ‘Bandhej’ in Gujarat is practiced in several areas of the state. The term ‘Bandhni’ is deriv
2. Get a completed W-9 form from the individual and then be prepared to complete a 1099 at the end of the year.
3. Pay only when the independent contractor submits invoices to you.
4. If the particular project changes in any way, goes over budget, takes longer than expected, etc., address these issues in writing.
5. Have the independent contractor provide you with documented proof of insurance.
6. If at all possible, do not pay the independent contractor on an hourly basis. Instead, break down the amounts to be paid in terms of deliverables you receive throughout the life of the project.
Following these guidelines is not a guarantee the IRS will consider the worker as an independent contractor. If you are in doubt about the status of an individual, you can submit Form SS-8 to the IRS and ask for a determination of the worker's status.
You can run into an endless nightmare of fines, penalties and taxes if you improperly classify your workers as independent contractors when they are in reality employees of your cleaning company. It may seem easier to just call your workers "independent contractors" than have them on your payroll. But if you can't convince the IRS that these are not your employees, your cleaning company may have a tax burden big enough to drive you out of business!
Copyright 2006 The Janitorial Store
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.iadvice.info/article/2479/iadvice-Are-Your-Cleaning-Company-Workers-Employees-or-Subcontractors.html">Are Your Cleaning Company Workers Employees or Subcontractors?</a>
BB link (for phorums):
[url=http://www.iadvice.info/article/2479/iadvice-Are-Your-Cleaning-Company-Workers-Employees-or-Subcontractors.html]Are Your Cleaning Company Workers Employees or Subcontractors?[/url]
Related Articles:
Bookmark it:
|