Arizona Jury Instruction - 10.10.3 Employee vs. Self-Employed Independent Contractor
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The law further states that independent contractor status is evidenced if the worker: (1) has a substantial investment in the business other than personal services, (2) purports to be in business for himself or herself, (3) receives compensation by project rather than by time, (4) has control over the time and place ...
You should consider all evidence of the degree of control and independence in this relationship. The facts that provide this evidence fall into three categories ? Behavioral Control, Financial Control, and Relationship of the Parties.
1099 employees don't have to paid overtime. Since they aren't on payroll, you can keep payroll and other taxes, including the unemployment tax, under control. They can't collect workers' compensation so you get a break on premiums as well. Independent 1099 Contractors - Arizona Employment Attorney arizonaemploymentattorney.net ? independent-109... arizonaemploymentattorney.net ? independent-109...
Factors for determining whether an individual is an independent contractor or employee for purposes of awarding workers' compensation include: duration of employment; method of payment; who furnishes necessary equipment; right to hire and fire; who bears responsibility for workers' compensation insurance; extent to ... Arizona - Worker Classification workerclassification.com ? State-Resources workerclassification.com ? State-Resources
If a company hires, supervises, and pays a worker's assistants, this control indicates a possible employment relationship. If the worker retains control over hiring, supervising, and paying helpers, this arrangement suggests an independent contractor relationship.