Tags |
|
|
Links |
|
|
Article Check - Are Your Cleaning Company Workers Employees or Subcontractors?
When you own a small business and have never owned a business before then it would be understandable if you needed some bankruptcy help. There is nothing to be ashamed of, you may not know which section of bankruptcy to file for and we can help you. One of the first questions to be answered is your business a partnership or a sole proprietorship? If you own a corporation there are limited liabilities for companies and partnerships that are legal entities that are separate from their partners. In cases like these then, you can file Chapter 7 or Chapter 11.If you have partners and you choose Chapter 7 then you should know that in a Chapter 7 case
10. Does the worker have his or her own office? Having their own office space is a good sign the individual is an independent contractor and not an employee. The office can be a home office, but they should have a phone line dedicated to their business.
If you believe that your worker has satisfied the independent contractor status, strengthen your stance by doing the following:
1. Put your agreement with the contractor in writing. Make sure that you include a description of the project, the time duration, the amount to be paid and a clause that recognizes that the individual is an independent contractor.
2. Get a completed W-9 form from the indivi
The persistent truth is that the scale of the challenges we face globally has changed the entire context for how business operates and contributes. Global warming has gone from being denied to coffee shop conversation. The implications global warming has on the future of humanity creates speculation and, for the most part, fear or disbelief.Meanwhile, at a deeper level people sense the need to evolve, to tap into what holds deeper meaning and want to make a higher level of contribution. Accompanying this underlying force is the real need for high performance leadership; leadership that merges the untapped capacity for self-performance with group
Putting employees on the payroll means that you are responsible for withholding income taxes, social security taxes, Medicare, and unemployment taxes. A business can get around all of this by hiring "independent contractors" instead of putting employees on the payroll. The independent contractor is then responsible to pay his or her own taxes and insurance. But the IRS has strict guidelines that determine if they are truly an independent contractor or if they are actually an employee.
Who is an independent contractor? If you, as the employer, only have the right to decide the result of the work being done, and not how that result is achieved, then the individual is most likely an independent contractor. However, if you as the employer control not only the end result, but also how that result is achieved and when the work is to be performed, then the individual is your employee and not an independent contractor.
Following are factors you should consider when determining if you should classify an individual as an employee or an independent contractor.
1. Does the worker need to follow your methods for getting the job done? An independent contractor can generally decide for himself (or herself) how to complete an assigned task.
2. Do you provide training for the worker? If you have to train an individual for a job, then that person will probably be considered an employee.
3. Is the employee's services an integral part of the business? This will probably bump a worker into employee status.
4. Do you require the individual perform all the services personally? Independent contractors may have their own employees or their own subcontractors that perform part of the work.
5. Do you set the worker's schedule and hours? An independent contractor will set his or her own hours. A contractor may have to work between a certain time frame because of agreements with vendors, but specific hours are generally not set.
6. Do you provide the supplies and equipment used on the job? An independent contractor is responsible for the providing their own supplies and equipment used on the job.
7. Do you pay expenses, mileage, etc.? An independent contractor is usually liable for their own expenses, even though they might bill you and seek reimbursement for items needed during their working relationship with you.
8. Does the worker have other clients? If an individual is working with multiple clients, that is a sign that they are an independent contractor.
9. Do you have the right to fire the individual at any time? Or does the individual have the right to quit at any time? Independent contractors are usually bound by a contract and can only be let go if there is a failure to meet the contract's requirements.
10. Does the worker have his or her own office? Having their own office space is a good sign the individual is an independent contractor and not an employee. The office can be a home office, but they should have a phone line dedicated to their business.
If you believe that your worker has satisfied the independent contractor status, strengthen your stance by doing the following:
1. Put your agreement with the contractor in writing. Make sure that you include a description of the project, the time duration, the amount to be paid and a clause that recognizes that the individual is an independent contractor.
2. Get a completed W-9 form from the indivi
When you are in charge of a conference, you have an enormous amount of responsibility. It is important that your conference not only is a success from a business standpoint, but also that your participants enjoy themselves and feel that it was worth their time. Here are ten tips which will help ensure a successful conference.1. Plan early. You should set a date and place for large conferences a year in advance. Reserve blocks of hotel rooms for those traveling from out of town. Give participants plenty of time to make travel plans. The earlier you start planning, the easier things will be for both you and those attending the conference.2.
Who is an independent contractor? If you, as the employer, only have the right to decide the result of the work being done, and not how that result is achieved, then the individual is most likely an independent contractor. However, if you as the employer control not only the end result, but also how that result is achieved and when the work is to be performed, then the individual is your employee and not an independent contractor.
Following are factors you should consider when determining if you should classify an individual as an employee or an independent contractor.
1. Does the worker need to follow your methods for getting the job done? An independent contractor can generally decide for himself (or herself) how to complete an assigned task.
2. Do you provide training for the worker? If you have to train an individual for a job, then that person will probably be considered an employee.
3. Is the employee's services an integral part of the business? This will probably bump a worker into employee status.
4. Do you require the individual perform all the services personally? Independent contractors may have their own employees or their own subcontractors that perform part of the work.
5. Do you set the worker's schedule and hours? An independent contractor will set his or her own hours. A contractor may have to work between a certain time frame because of agreements with vendors, but specific hours are generally not set.
6. Do you provide the supplies and equipment used on the job? An independent contractor is responsible for the providing their own supplies and equipment used on the job.
7. Do you pay expenses, mileage, etc.? An independent contractor is usually liable for their own expenses, even though they might bill you and seek reimbursement for items needed during their working relationship with you.
8. Does the worker have other clients? If an individual is working with multiple clients, that is a sign that they are an independent contractor.
9. Do you have the right to fire the individual at any time? Or does the individual have the right to quit at any time? Independent contractors are usually bound by a contract and can only be let go if there is a failure to meet the contract's requirements.
10. Does the worker have his or her own office? Having their own office space is a good sign the individual is an independent contractor and not an employee. The office can be a home office, but they should have a phone line dedicated to their business.
If you believe that your worker has satisfied the independent contractor status, strengthen your stance by doing the following:
1. Put your agreement with the contractor in writing. Make sure that you include a description of the project, the time duration, the amount to be paid and a clause that recognizes that the individual is an independent contractor.
2. Get a completed W-9 form from the indivi
Even though there is still cold weather in some parts of the country, winter is officially over and the spring season is here! For many, spring is the time to do a thorough cleaning to get rid of all the dust, soil and build-up that has collected over the winter months. Spring is a time you can promote the special "spring cleaning" services that your cleaning company provides, and in the process bring in more profit!Spring is a great time to remind your residential and commercial customers that you offer carpet spotting and carpet cleaning services. This is especially true if you are in an area of the country where the long winter has caused s
2. Do you provide training for the worker? If you have to train an individual for a job, then that person will probably be considered an employee.
3. Is the employee's services an integral part of the business? This will probably bump a worker into employee status.
4. Do you require the individual perform all the services personally? Independent contractors may have their own employees or their own subcontractors that perform part of the work.
5. Do you set the worker's schedule and hours? An independent contractor will set his or her own hours. A contractor may have to work between a certain time frame because of agreements with vendors, but specific hours are generally not set.
6. Do you provide the supplies and equipment used on the job? An independent contractor is responsible for the providing their own supplies and equipment used on the job.
7. Do you pay expenses, mileage, etc.? An independent contractor is usually liable for their own expenses, even though they might bill you and seek reimbursement for items needed during their working relationship with you.
8. Does the worker have other clients? If an individual is working with multiple clients, that is a sign that they are an independent contractor.
9. Do you have the right to fire the individual at any time? Or does the individual have the right to quit at any time? Independent contractors are usually bound by a contract and can only be let go if there is a failure to meet the contract's requirements.
10. Does the worker have his or her own office? Having their own office space is a good sign the individual is an independent contractor and not an employee. The office can be a home office, but they should have a phone line dedicated to their business.
If you believe that your worker has satisfied the independent contractor status, strengthen your stance by doing the following:
1. Put your agreement with the contractor in writing. Make sure that you include a description of the project, the time duration, the amount to be paid and a clause that recognizes that the individual is an independent contractor.
2. Get a completed W-9 form from the indivi
As a parent, you may have experienced problems recently during and in the aftermath of the storms.’Communication difficulties … … you not able to get to work quickly, having to stay at home to work because of storms, floods, no transport, no electricity, events cancelled suddenly… … you are concerned about your child’s welfare, is their school open, closed, does a child need collecting urgently, or do you sometimes struggle to contact your child’s school at busy times, do they have difficulty contacting you when you wish they had let you know personally about developing situations… There are many reasons why working, home and social life mi
6. Do you provide the supplies and equipment used on the job? An independent contractor is responsible for the providing their own supplies and equipment used on the job.
7. Do you pay expenses, mileage, etc.? An independent contractor is usually liable for their own expenses, even though they might bill you and seek reimbursement for items needed during their working relationship with you.
8. Does the worker have other clients? If an individual is working with multiple clients, that is a sign that they are an independent contractor.
9. Do you have the right to fire the individual at any time? Or does the individual have the right to quit at any time? Independent contractors are usually bound by a contract and can only be let go if there is a failure to meet the contract's requirements.
10. Does the worker have his or her own office? Having their own office space is a good sign the individual is an independent contractor and not an employee. The office can be a home office, but they should have a phone line dedicated to their business.
If you believe that your worker has satisfied the independent contractor status, strengthen your stance by doing the following:
1. Put your agreement with the contractor in writing. Make sure that you include a description of the project, the time duration, the amount to be paid and a clause that recognizes that the individual is an independent contractor.
2. Get a completed W-9 form from the indivi
When bidding on janitorial services in a commercial setting, it is necessary to put together a "Bid Packet" to present to your prospective client. Many small businesses seeking cleaning services do not know what to expect when receiving a bid, or their experience has been receiving a single page bid, which is not very impressive. When you present a nicely packaged proposal, you've just increased your chances of winning the bid, regardless of price. This is because you've given the impression that your bid packet is neat and professional, so your performance on the job must be too.What should you include in your bid packet?1. Cover page. T
10. Does the worker have his or her own office? Having their own office space is a good sign the individual is an independent contractor and not an employee. The office can be a home office, but they should have a phone line dedicated to their business.
If you believe that your worker has satisfied the independent contractor status, strengthen your stance by doing the following:
1. Put your agreement with the contractor in writing. Make sure that you include a description of the project, the time duration, the amount to be paid and a clause that recognizes that the individual is an independent contractor.
2. Get a completed W-9 form from the individual and then be prepared to complete a 1099 at the end of the year.
3. Pay only when the independent contractor submits invoices to you.
4. If the particular project changes in any way, goes over budget, takes longer than expected, etc., address these issues in writing.
5. Have the independent contractor provide you with documented proof of insurance.
6. If at all possible, do not pay the independent contractor on an hourly basis. Instead, break down the amounts to be paid in terms of deliverables you receive throughout the life of the project.
Following these guidelines is not a guarantee the IRS will consider the worker as an independent contractor. If you are in doubt about the status of an individual, you can submit Form SS-8 to the IRS and ask for a determination of the worker's status.
You can run into an endless nightmare of fines, penalties and taxes if you improperly classify your workers as independent contractors when they are in reality employees of your cleaning company. It may seem easier to just call your workers "independent contractors" than have them on your payroll. But if you can't convince the IRS that these are not your employees, your cleaning company may have a tax burden big enough to drive you out of business!
Copyright 2006 The Janitorial Store
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.caseupon.com/article/2479/caseupon-Are-Your-Cleaning-Company-Workers-Employees-or-Subcontractors.html">Are Your Cleaning Company Workers Employees or Subcontractors?</a>
BB link (for phorums):
[url=http://www.caseupon.com/article/2479/caseupon-Are-Your-Cleaning-Company-Workers-Employees-or-Subcontractors.html]Are Your Cleaning Company Workers Employees or Subcontractors?[/url]
Related Articles:
Letting Fun Increase your Bottom Line
Bookmark it:
|