Dentistry Uncensored with Howard Farran
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510 Human Resource Advisors with Barbara Freet : Dentistry Uncensored with Howard Farran

510 Human Resource Advisors with Barbara Freet : Dentistry Uncensored with Howard Farran

9/22/2016 7:52:49 AM   |   Comments: 0   |   Views: 341

510 Human Resource Advisors with Barbara Freet : Dentistry Uncensored with Howard Farran

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510 Human Resource Advisors with Barbara Freet : Dentistry Uncensored with Howard Farran

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VIDEO - DUwHF #510 - Barbara Freet


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AUDIO - DUwHF #510 - Barbara Freet


Human Resource Advisors has been serving dentists nationwide for over 25 years with current HR advice for their specific issues. They provide employee handbooks, job descriptions, seminars and workshops, and forms for hiring, firing, and everything in between.  Most of all, Human Resource Advisors provides consulting on all the issues faced by doctors about their team.

www.HumanResourceAdvisors.com

Document referenced:

INDEPENDENT CONTRACTOR EMPLOYMENT DETERMINATION GUIDE



YES

NO

1

Do you have an Independent Contractor Agreement on file?  My recommendation is to have all ICs sign an Independent Contractor Agreement. If you  don’t have a contract, they are not a contractor!



2

Do they have a State Board of Equalization number/Employer Federal Tax ID/Business License on file?  My recommendation is that you engage only in business entities, whether a corporation, a limited liability company or a partnership as ICs.



3

Do you have a Form W-9 completed from all Independent Contractors?  This form will satisfy us that they have the proper insurances, including Workers’ Comp (if applicable) and general liability insurance



4

Do you instruct or supervise the person while he or she is working?  Independent contractors are free to do jobs in their own way, using specific methods they choose. A person or firm engages an Independent Contractor for the job’s end result. When a worker is required to follow company procedure manuals and/or is given specific instructions on how to perform the work, the worker is normally an employee.



5

Can the worker quit or be discharged (fired) at any time?  If you have the right to fire the worker without notice, it indicates that you have the right to control the worker.  Independent contractors are engaged to do specific jobs and cannot be fired before the job is complete unless they violate the terms of the contract. They are not free to quit and walk away until the job is complete. For example, if a shoe store owner hires an attorney to review his or her lease, the attorney would get paid only after satisfactory completion of the job.



6

Is the work being performed part of your regular business?  Work which is a necessary part of the regular trade or business is normally done by employees. For example, a sales clerk is selling shoes in a shoe store. A shoe store owner could not operate without sales clerks to sell shoes. On the other hand, a plumber engaged to fix the pipes in the bathroom of the store is performing a service on a one time or occasional basis that is not an essential part of the purpose of the business enterprise. A certified public accountant engaged to prepare tax returns and financial statements for the business would also be an example of an Independent Contractor. 



7

Does the worker have a separately established business? When individuals hold themselves out to the general public as available to perform services similar to those performed for you, it is evidence that the individuals are operating separately established businesses and would normally be Independent Contractors.  Independent Contractors are free to hire employees and assign the work to others in any way they choose. Independent contractors have the authority to fire their employees without your knowledge or consent. Independent Contractors can normally advertise their services in newspapers and/or publications, yellow page listings, and/or seek new customers through the use of business cards.



8

Is the worker free to make business decisions which affect his or ability to profit from the work?  An individual is normally an Independent Contractor when he or she is free to make business decisions which impact his or her ability to profit or suffer a loss. This involves real economic risk, not just the risk of not getting paid. These decisions would normally involve the acquisition, use, and/or disposition of equipment, facilities, and stock in trade which are under his or her control. Further examples of the ability to make economic business decisions include the amount and type of advertising for the business, the priority in which assignments are worked, and selection of the types and amounts of insurance coverage for the business.



Does the worker have a substantial investment which would subject him or her to a financial risk or loss?  Independent Contractors furnish the tools, equipment, and supplies needed to perform the work. Independent Contractors normally have an investment in the items needed to complete their tasks. To the extent necessary for the specific type of business, Independent Contractors provide their own business facility



10

Do you have employees who do the same type of work in the office?  What is that worker doing that is different from the employee?  If the work being done is basically the same as work that is normally done by your employees, it indicates that the worker is an employee. This applies even if the work is being done on a one-time basis. For instance, to handle an extra workload or replace an employee who is on vacation, a worker is hired to fill in on a temporary basis. This worker is a temporary employee, not an Independent Contractor. (Note: If you contract with a temporary agency to provide you with a worker, the worker is normally an employee but may be an employee of the temporary agency).



11

Do you furnish the tools, equipment, or supplies used to perform the work?  Independent business people furnish the tools, equipment, and supplies needed to perform the work. Independent contractors normally have an investment in the items needed to complete their tasks



12

Is the work considered unskilled or semi-skilled labor?  The courts and the California Unemployment Insurance Appeals Board have held that workers who are considered unskilled or semi-skilled are the type of workers the law is meant to protect and are generally employees



13

Do you provide training for the worker?  In skilled or semi-skilled work, Independent Contractors usually do not need training. If training is required to do the task, it is an indication that the worker is an employee



14

Is the worker paid a fixed salary, an hourly wage, or based on a piece rate basis?  Independent contractors agree to do a job and bill for the service performed.  Payments to ICs for labor or services are made upon the completion of the project or completion of the performance of specific portions of the project.



15

Did the worker previously perform the same or similar services for you as an employee?  If the worker previously performed the same or similar services for you as an employee, it is an indication that the individual is still an employee.



16

Are work distinctions clear between employees and contractors?  If interviewed, could contractors articulate the distinctions?



17

Does the worker have a variety of other clients?



18

Does the worker have general liability insurance or Umbrella insurance?  Ensure they name us as additional insured on the general liability insurance.  Need a copy for either insurance for the file.  



 

 

If the person meets the requirements as listed above, then they may be considered an Independent Contractor. If not, they should be considered a temporary full-time or part-time employee.

  • This person has met the requirements above and can be considered an   Independent Contractor.

  • This person has NOT met the requirements above.

_________________________________________ ________________________

Name of person being reviewed Position 

_________________________________________ ________________________

Manager Signature Date

_________________________________________

Manager Name Printed

 
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