According to Buzzsumo, this story that appears on GoSmallBiz.com, was one of the most shared stories in 2014. It states:
No one point in the test is governing, but some are clearly more important than others. As the test is applied, multiple “yes” answers point toward an employer/employee relationship.
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Does the employer provide instructions about when, where, and how to do the job?
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Does the employer provide training for the worker?
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Does the worker get started with little or no investment?
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Does the company reimburse the worker’s travel or other expenses?
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Is this the worker’s only client?
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Is the worker paid by the hour, week, or month?
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Is the worker insulated from profit and/or loss from his/her services?
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Can the employer terminate the worker?
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May the worker quit work at any time without incurring liability?
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Does the worker have a continuing working relationship with the employer?
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Are the worker’s services integrated with and/or significant to the business?
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Must the services be rendered by the worker personally?
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Does the employer either provide or supervise the worker’s assistants?
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Is the work performed in a sequence set by the employer?
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Is the worker required to submit regular oral or written reports to the employer?
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Does the worker rely on the employer to furnish supplies, tools, and materials?
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Does the worker perform for only one employer at a time?
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Is the worker required to work a set number of hours?
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Does the worker work 40 hours or more per week for the employer?
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Is the work done on the employer’s premises or at a location designated by the employer?
Use these questions to determine if you have an independent contractor or an employee….”
See the full story at The Independent Contractor Checklist