...Ed. 2d 581 [1992]). One comprehensive test that takes into account agency-law criteria and nu...
One District of Columbia lawyer has failed miserably in his attempt to avoid nettlesome problems like unemployment compensation by treating his secretary as an independent contractor. But while his attempted job classification didn't withstand the smell test, it turns out that his secretary won't be getting unemployment after all.
POMPTON LAKES Several members of the Borough Council want to hire an independent consultant to test the soil outdoors and the basements of 350 homes for toxic vapors. And they want DuPont, the company responsible for the contamination, to pick up the tab. I strongly feel that it is a responsibility of the town for the health and welfare of the citizens living on the so-called 'plume' to hire an independent contractor to test inside and outside the homes," said Councilwoman Lisa Riggiola, who lives in the affected zone.
The IRS has traditionally relied on a 20-factor test in classifying workers as an employee or independent contractor for tax administration procedures. However, the test was limited in application due to the absence of some factors in classification, the non-applicability of some occupations to the test and the absence of a weighting scheme. The agency recently developed the 'SS-8 Determiner,' a software program, to simplify the issue. A model related to the program and based on statistical methods has been developed, since the program has not yet been officially launched by the IRS.
JACKSON, Miss. - International charity Oxfam America and the Mississippi NAACP on Wednesday called for an independent contractor to test FEMA trailers for elevated formaldehyde emissions. The Federal Emergency Management Agency, acting on dozens of complaints from Mississippi residents living in its trailers, has said the Environmental Protection Agency will conduct air quality tests on the housing.
Includes related articles on IRS 20-factor test and recent developments CPAs should guide their employers and clients in the management of independent contractor relationships. Employers should take a defensive and preventive approach, carefully measuring their staffs against the IRS 20-factor contractor test. In order to avoid unexpected tax liabilities, companies must properly classify independent contractors and regular employees and reclassify any misclassified employees. Furthermore, given the training expenses involved, companies should weigh the necessity of using independent contractors.
The IRS has responded to practitioner concerns and has revised training guidelines on worker classification issues, but many employers are calling for Congress to simplify the standards used to determine whether a worker is and employee or an independent contractor. Accountants have voiced opposition to the 20-factor test used by the IRS and have suggested that a simpler test be used to provide employers with greater certainty. A Senate bill intended to remedy the problem may fail because of potential revenue losses and broad independent contractor definitions.
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