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The basic test for determining whether a worker is an independent contractor or an employee is whether the principal has the right to control the manner and means by which the work is performed.
Independent contractors are not entitled to benefits from the company, such as health insurance or retirement, and are ineligible for unemployment benefits. Independent contractors are even exempt from employment discrimination laws governing wages and hours worked.
Unlike employees, contractors have invested in their own business, for example by paying their own expenses. Because of this, they have a financial stake in its success. Additionally, contractors payment terms can vary. Unlike salaried employees, contractors usually invoice for time and/or deliverables.
The IRS uses a three-part test to determine whether a worker is an employee or an independent contractor. The three main categories for testing look at the degree of control the employer has over the worker, the workers financial independence, and the nature of the relationship between the worker and the employer.
Under common-law rules, anyone who performs services for you is your employee if you can control what will be done and how it will be done. This is so even when you give the employee freedom of action. What matters is that you have the right to control the details of how the services are performed.
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People also ask

How much is the self employment tax for Florida? The Florida self employment tax is 15.3%, divided into two parts. The first 12.4% is for Social Security (old-age, survivors, and disability insurance) and the second 2.9% is for Medicare or hospital insurance.

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