Final answer:
The primary reason an employee misclassified as an independent contractor would want the correction is to receive proper employment benefits, protections under labor laws, and avoid complications such as tax penalties. As an employee, they are entitled to health insurance and workers' compensation, among other benefits, which they would not receive as an independent contractor.
Step-by-step explanation:
The main reason why an employee who is misclassified as an independent contractor would want to get that corrected as soon as possible is related to the different legal and financial implications for employees and independent contractors.
Misclassification can have significant effects on an individual's entitlement to employee benefits, tax obligations, and legal rights. As an employee, individuals are typically entitled to benefits such as health insurance, workers' compensation, overtime pay, and participation in unemployment insurance programs. Additionally, employees are protected under labor laws that ensure minimum wage and prevent unlawful dismissal without proper cause.
On the other hand, independent contractors have to manage their own taxes, are not entitled to benefits provided to employees, and have a different set of legal rights and protections.
For these reasons, a misclassified individual would want to seek classification correction swiftly to ensure they receive the appropriate benefits, protection, and treatment under the law. Moreover, failure to correct the classification could lead to complications with the IRS and other governmental agencies, resulting in potential fees or penalties.
To answer the specific question provided, while methods for reassuring a potential employer with imperfect information involve providing robust professional references, showcasing a comprehensive portfolio, or obtaining certifications or additional training, this does not directly address the issue of employee misclassification, which is a matter generally resolved through legal or regulatory channels rather than through reassurances in the hiring process.