We’ve all heard the latest discussions about healthcare reform and the changes that are to come. There is no doubt that this reform will affect all of us in one way or another.
At Aureus Medical, we’ve recently clarified our process for distinguishing the difference between an independent contractor and an employee. I’ve been doing some additional research and have found some great information to help determine if/when an individual can/should work as an independent contractor vs. an employee.
Determining which status a candidate should claim once employed falls into three main categories:
- Type of relationship
- Behavioral control
- Financial control
Another factor to consider before claiming status as an independent contractor is the means of payment. Per the IRS guidelines, an independent contractor should be paid by the job and not by the hours, weeks or months of the contract. To be paid on a weekly basis as Aureus Medical does, a medical professional would not be eligible as an independent contractor.
Check out IRS.gov for additional guidelines to determine if you are an employee or an independent contractor.
Amanda Sackett started with Aureus Medical Group in April 2005. She worked in the Nursing division as both an Account Manager and Team Leader, earning awards for being a Top Performer in 2006, 2007, and 2008. At the end of 2008, Amanda transferred to the newly created Pharmacy Division where she works as a Senior Account Manager. In her spare time, she keeps busy by spending time with family and friends and attending concerts and sporting events.
Photo Credit: The Man, Robert S. Donovan