Contact Us for a Free Consultation 865-259-0020

Our Insights

Should my workers be classified as employees or independent contractors?

Posted by Ashleigh Beer-Vineyard | Oct 27, 2023 | 0 Comments

The main difference between an employee and an independent contractor lies in the nature of their working relationship, their level of control over work, and their legal classification. Here are the key distinctions:

  1. Control and Independence:

    • Employee: Employees typically work under the direction and control of the employer. The employer has the authority to set work schedules, provide tools and resources, and determine how tasks are performed.
    • Independent Contractor: Independent contractors, on the other hand, maintain a higher degree of independence. They often have more control over their work methods, schedules, and tools. Contractors are hired to complete a specific task or project and are generally not subject to the same level of direct supervision.
  2. Tax and Benefits:

    • Employee: Employers are responsible for withholding income taxes, Social Security taxes, and Medicare taxes from employees' paychecks. Employees may be eligible for benefits such as health insurance, retirement plans, and paid time off.
    • Independent Contractor: Independent contractors are responsible for paying their own taxes, including self-employment taxes. They don't receive benefits from the hiring party, as they are considered self-employed.
  3. Legal Protections:

    • Employee: Employees are protected by various labor laws, such as minimum wage laws, overtime regulations, and anti-discrimination laws. They have legal rights to a safe working environment and may be entitled to severance pay or unemployment benefits.
    • Independent Contractor: Independent contractors are not covered by most labor laws that apply to employees. They have more flexibility in negotiating terms and conditions of their work agreements.
  4. Duration of Relationship:

    • Employee: Employee relationships are typically ongoing, and the work is often a core function of the business's operations.
    • Independent Contractor: Independent contractor relationships are often project-based or for a specific duration. Contractors are hired for their specialized skills to complete a particular task.
  5. Liabilities and Responsibilities:

    • Employee: Employers are generally liable for the actions of their employees within the scope of their employment. They may also be responsible for workplace injuries and other liabilities.
    • Independent Contractor: Independent contractors are generally responsible for their own actions and liabilities related to their work.
  6. Contractual Agreements:

    • Employee: Employees usually have employment contracts or agreements that outline terms of employment, including job duties, compensation, benefits, and more.
    • Independent Contractor: Independent contractors typically have service agreements or contracts that define the scope of the project, compensation, and other specific details.

It's important to note that the classification of a worker as an employee or an independent contractor has legal and financial implications. Misclassifying workers can lead to legal issues and liabilities for businesses. The classification criteria may vary by jurisdiction and are subject to specific laws and regulations. If you're uncertain about how to classify a worker, it's recommended to consult with a legal professional. The experienced attorneys at DZ Law can answer all of your worker classification questions. 

About the Author


There are no comments for this post. Be the first and Add your Comment below.

Leave a Comment

Contact Us Today

DZ Law is committed to answering your questions about Transactional Litigation, Transactional Drafting, and Personal Injury law issues in Knoxville, Tennessee. We offer consultations and we'll gladly discuss your case with you at your convenience. Contact us today to schedule an appointment.