Brian Arbetter and Samantha Beltre ()
In today’s varying economic climate, many employers are using and misusing the concept of independent contractor to engage individuals to perform services. Often, employers mistakenly think that as long as they call someone an independent contractor, then the employer can escape responsibility and liability under employment and tax laws for the relationship. This is often not the case under law. This article discusses the actual requirements for properly classifying someone as an independent contractor versus an employee. This subject is explored from both a U.S. domestic angle and a non-U.S. global one.
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