Washington Massage Therapist: Independent Contractor or Covered Worker? Is a topic that is relevant to massage therapists who practice in the state of Washington. In this context, an independent contractor is someone who is self-employed and not subject to the supervision or control of an employer. A covered worker, on the other hand, is an employee who is subject to the laws and regulations that govern the employer-employee relationship. In Washington, the Department of Labor & Industries (L&I) determines whether a massage therapist is an independent contractor or a covered worker. Generally, massage therapists are considered independent contractors if they are able to set their own hours, determine the services they will provide, and select their own clients. Additionally, massage therapists must have their own business license, business records, and business insurance. On the other hand, massage therapists are considered covered workers if they are subject to the control of the employer in terms of wages, hours, and working conditions. In these cases, the massage therapist may be eligible for workers’ compensation insurance, unemployment insurance, and other benefits through the employer. Overall, massage therapists in Washington must determine whether they qualify as an independent contractor or a covered worker. This determination will inform their obligations to the state and their eligibility for various benefits and protections.
Washington Massage Therapist: Independent Contractor or Covered Worker?
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FAQ
1099 Independent Contractor Since they are self-employed, they pay their own employee and self-employment taxes, so you don't have to. Independent contractors aren't eligible for benefits such as insurance, paid time off, and overtime.
Independent Contractors. All workers in Washington are entitled to workers' compensation unless they fit strict exemption definitions. Make sure you understand your business' requirements for covering workers, including independent contractors.
Only salaried employees who meet the executive, administrative, and professional definitions ? often called ?white-collar? jobs ? are exempt from overtime.
Some professions were able to get an exemption from the requirements of the bill. Massage therapists were not exempted or specified in the bill.
The Fair Labor Standards Act (FLSA) treats contractors as self-employed people. Since the FLSA minimum wage and overtime requirements apply only to employees, it means 1099 workers are exempted from getting compensated for the over 40 hours in a workweek.
Unlike an employee, an independent contractor cannot apply for unemployment benefits or workers' compensation benefits and is not entitled to federal and state protections regarding minimum wage, family leave, and overtime.
An independent contractor works independently. An employee works under the control of the employer. An independent contractor must personally perform the task. An employee can delegate tasks.