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Independent Contractor Vs. Employee: What Happens If I Misclassify My Workers?
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Manage episode 313370795 series 3268618
เนื้อหาจัดทำโดย Desarie Anderson เนื้อหาพอดแคสต์ทั้งหมด รวมถึงตอน กราฟิก และคำอธิบายพอดแคสต์ได้รับการอัปโหลดและจัดเตรียมโดย Desarie Anderson หรือพันธมิตรแพลตฟอร์มพอดแคสต์โดยตรง หากคุณเชื่อว่ามีบุคคลอื่นใช้งานที่มีลิขสิทธิ์ของคุณโดยไม่ได้รับอนุญาต คุณสามารถปฏิบัติตามขั้นตอนที่อธิบายไว้ที่นี่ https://th.player.fm/legal
So let’s start out talking about the importance of proper worker classification. This is a very touchy subject in most industries because, in my experience, several companies misclassify their workers. Some misclassify their workers as a way to get around paying payroll tax expense, while others genuinely don’t realize that they are misclassifying their workers.
Either way, regardless of your reasoning, it’s illegal to do so. If the state approaches you, the Department of Labor, the IRS, or any other agency that has a stake in how you classify your workers, it will cost you dearly in penalties and interest.
Either way, regardless of your reasoning, it’s illegal to do so. If the state approaches you, the Department of Labor, the IRS, or any other agency that has a stake in how you classify your workers, it will cost you dearly in penalties and interest.
I have been on actual audits where contractors have been reclassified from independent contractors to employees. When this happens, the business involved has to pay years of unpaid employment taxes, including penalties and interest. This can be very expensive, and it can even cause a company to shut its doors.
What’s even more devastating is that because there’s more than one jurisdiction over payroll, if you are audited by one of those jurisdictions and the audit ends with the reclassification of workers, you should expect to hear from most if not all of the other jurisdiction who have a stake in how you classify your workers. For example, if the Department of Labor is first to audit you and the audit ends in the reclassification of workers, you can rest assured that the state and the IRS are not too far behind………….
What’s even more devastating is that because there’s more than one jurisdiction over payroll, if you are audited by one of those jurisdictions and the audit ends with the reclassification of workers, you should expect to hear from most if not all of the other jurisdiction who have a stake in how you classify your workers. For example, if the Department of Labor is first to audit you and the audit ends in the reclassification of workers, you can rest assured that the state and the IRS are not too far behind………….
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