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An individual must be licensed before starting work in South Dakota. All contractors must be licensed regardless of the amount of the receipts they have or the amount of tax due.
General contractors, including handymen, are not required to hold a license to work in Montana. However, if you have employees, you will be required to register with the Department of Labor and Industry, Contractor Registration Unit. To register, you must show proof of workers' compensation insurance.
Since the licensure statute requires a license only for projects that cost $30,000 or more, there is arguably a fourth tier which is sometimes known as the "handyman exception"for construction projects that cost under $30,000, no license is required.
In North Dakota, a contractor's license is required for anyone who intends to do construction work amounting to over $4,000 for materials and labor.
How to Become a Licensed ContractorIf a sole proprietor or partnership is applying for the license, the applicant must have their business name registered with the Secretary of State.A Contractor License Application in the exact name that your business name will be registered in North Dakota.More items...
Employees in South Africa are entitled to certain minimum employment benefits, while independent contractors are not. Subject to some exclusions, all employees are entitled to a number of statutory minimum entitlements and basic conditions of employment.
Some general protections provided under the Fair Work Act 2009 extend to independent contractors and their principals. Independent contractors and principals are afforded limited workplace rights, and the right to engage in certain industrial activities.
8. Services rendered personally. Must the worker provide the services personally, as opposed to delegating tasks to someone else? (This indicates that you are interested in the methods employed, and not just the results.)
The main pieces of employment legislation, chief among which are the Labour Relations Act 66 of 1995 (LRA) the Basic Conditions of Employment Act 75 of 1997 (BCEA) and the Employment Equity Act 55 of 1998 (EEA), apply to employees and not independent contractors.
Often Independent Contractors are completely unaware that they are not Employees as defined in South African labour legislation and therefore unprotected by labour legislation.