Final answer:
Reasonableness of work accommodations is not typically considered when determining whether a worker is an employee or an independent contractor. The permanency of the relationship, whether the work is integral to the business, and relative investments are key factors in this determination. The main focus lies on the relationship control, payment methods, provision of materials, and the chance of profit or loss.
Step-by-step explanation:
When determining whether a worker is an employee or an independent contractor, there are several factors to evaluate such as the permanency of the relationship, the extent to which work is integral to the business, and relative investments. However, reasonableness of work accommodations is typically not a factor considered in this determination. This criteria is more concerned with the work environment rather than the nature of the employment relationship. Factors like control over work, method of payment, provision of tools and materials, and the opportunity for profit or loss are more indicative in assessing employment status.The permanency of the worker's relationship with the employer is significant - a permanent relationship suggests employee status. Similarly, if the work performed is an integral part of the employer's business, it favors employee classification. Lastly, when considering the relative investments in facilities and equipment, a significant investment by the worker suggests independent contractor status.In conclusion, while the reasonableness of work accommodations might impact employee satisfaction or compliance with labor standards, it is not a standard measure for determining employment status between an employee and an independent contractor.