Answer:
Step-by-step explanation:
There are several factors that can indicate whether a worker should be considered an employee rather than an independent contractor. Here are some pieces of evidence that might suggest employee status: 1. Control and Supervision: If the employer has significant control over how the work is performed, such as providing detailed instructions, setting work hours, or requiring regular progress reports, it suggests an employer-employee relationship. Independent contractors typically have more control over how they complete their work. 2. Tools and Equipment: If the employer provides the tools, equipment, or materials necessary to perform the job, it leans towards an employee relationship. Independent contractors generally provide their own tools and equipment. 3. Financial Control: If the employer controls the financial aspects of the work, such as setting the worker's rate of pay, reimbursing expenses, or providing benefits, it suggests an employer-employee relationship. Independent contractors typically negotiate their own rates and handle their own expenses. 4. Duration and Permanence: If the worker's relationship with the employer is long-term or ongoing, rather than project-based or temporary, it indicates an employee relationship. Independent contractors are typically engaged for specific projects or finite periods. 5. Integration into the Business: If the worker is integrated into the employer's regular business operations, performs tasks that are integral to the company's services, or works exclusively for the employer, it suggests an employee relationship. Independent contractors often work for multiple clients and have more independence from the business. It's important to note that no single factor determines a worker's status, and the determination of employee or independent contractor status is based on the overall relationship between the worker and the employer. Legal and tax authorities consider a combination of these factors when making a determination.