#Contractor expense report template how to#
#Contractor expense report template pdf#
#Contractor expense report template code#

See Publication 1976, Section 530 Employment Tax Relief Requirements PDF , for more information. You (or your predecessor) must not have treated any worker holding a substantially similar position as an employee for any periods beginning after 1977. To get this relief, you must file all required federal information returns on a basis consistent with your treatment of the worker. If you have a reasonable basis for not treating a worker as an employee, then you may be relieved from having to pay employment taxes for that worker.

#Contractor expense report template code#

See Internal Revenue Code section 3509 for more information. If you classify an employee as an independent contractor and you have no reasonable basis for doing so, then you may be held liable for employment taxes for that worker (the relief provisions, discussed below, will not apply). Misclassification of Employees Consequences of Treating an Employee as an Independent Contractor Once a determination is made (whether by the business or by the IRS), the next step is filing the appropriate forms and paying the associated taxes. A business that continually hires the same types of workers to perform particular services may want to consider filing the Form SS-8 PDF. The IRS will review the facts and circumstances and officially determine the worker’s status.īe aware that it can take at least six months to get a determination. The form may be filed by either the business or the worker. If it is still unclear whether a worker is an employee or an independent contractor after reviewing the three categories of evidence, then Form SS-8, Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding PDF, can be filed with the IRS. Finally, document each of the factors used in coming up with the determination. The keys are to look at the entire relationship and consider the extent of the right to direct and control the worker. Also, factors which are relevant in one situation may not be relevant in another. There is no “magic” or set number of factors that “makes” the worker an employee or an independent contractor and no one factor stands alone in making this determination. Some factors may indicate that the worker is an employee, while other factors indicate that the worker is an independent contractor. pension plan, insurance, vacation pay, etc.)? Will the relationship continue and is the work performed a key aspect of the business?īusinesses must weigh all these factors when determining whether a worker is an employee or independent contractor.

Type of Relationship: Are there written contracts or employee type benefits (i.e.

Financial: Are the business aspects of the worker’s job controlled by the payer? (these include things like how worker is paid, whether expenses are reimbursed, who provides tools/supplies, etc.).

Behavioral: Does the company control or have the right to control what the worker does and how the worker does his or her job?.

Common Law Rulesįacts that provide evidence of the degree of control and independence fall into three categories: In determining whether the person providing service is an employee or an independent contractor, all information that provides evidence of the degree of control and independence must be considered. The person performing the services may be:

#Contractor expense report template how to#

Follow the rest of this page to find out more about this topic and what your responsibilities are.ĭetermining Whether the Individuals Providing Services are Employees or Independent Contractorsīefore you can determine how to treat payments you make for services, you must first know the business relationship that exists between you and the person performing the services. If you are a business owner hiring or contracting with other individuals to provide services, then you must determine whether the individuals providing services are employees or independent contractors. I hire or contract with individuals to provide services to my business.For more information on your tax obligations if you are self-employed (an independent contractor), see our Self-Employed Individuals Tax Center.

If you are a business owner or contractor who provides services to other businesses, then you are generally considered self-employed. I am an independent contractor or in business for myself.

Generally, you do not have to withhold or pay any taxes on payments to independent contractors. Additionally, you must also pay the matching employer portion of social security and Medicare taxes as well as pay unemployment tax on wages paid to an employee. Generally, you must withhold and deposit income taxes, social security taxes and Medicare taxes from the wages paid to an employee. It is critical that business owners correctly determine whether the individuals providing services are employees or independent contractors.