From ICon Professional Services’ Blog —
“As pointed out by a recent article on Lexology, even organizations that work with independent contractors may still be required to abide by the mandate, if the IRS considers these workers to be “common-law employees.” It is crucial that companies get this count right because of the way the law operates. As it currently stands, those who fall under the mandate will be required to offer coverage to 70 percent of full-time employees in 2015 and 95 percent the year after.
In some cases, companies work with independent contractors who happen to have a particularly close professional relationship with the organization. The news source suggests companies that have particularly close professional relationships with independent contractors may want to consider reclassifying these workers as employees to avoid a negative ruling from the IRS.”
Read the full story at As the employer mandate approaches, companies must consider their worker classification practices
- June 2014 monthly independent contractor compliance and misclassification … – Lexology (registration) (lexology.com)
- Independent Contractor or Employee? 7 Ways To Stay Out of The IRS Dog House (extremetaxmakeover.com)
- Is Your Business On Thin Ice When It Comes To Worker Classification? (youremploymentlawyer.wordpress.com)