Top Banner
Worker Classification: Getting It Right The 1 st Time •All audio is streamed through your computer speakers. •There will be several attendance verification questions during the LIVE webinar that must be answered via the online quiz at the conclusion to qualify for CPE. •For the archived/recorded version of this webinar, the link to the attendance verification quiz is a final exam on the topics covered during the presentation.
89

Worker Classification: Getting It Right The 1 st Time

Jan 03, 2016

Download

Documents

katell-reynolds

Worker Classification: Getting It Right The 1 st Time All audio is streamed through your computer speakers. There will be several attendance verification questions during the LIVE webinar that must be answered via the online quiz at the conclusion to qualify for CPE. - PowerPoint PPT Presentation
Welcome message from author
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
Page 1: Worker  Classification:  Getting It Right The 1 st  Time

Worker Classification: Getting It Right The 1st Time

•All audio is streamed through your computer speakers.

•There will be several attendance verification questions during the LIVE webinar that must be answered via the online quiz at the conclusion to qualify for CPE.

•For the archived/recorded version of this webinar, the link to the attendance verification quiz is a final exam on the topics covered during the presentation.

Page 2: Worker  Classification:  Getting It Right The 1 st  Time

Worker Classification

Getting It Right The 1st TimePart 2

2

Page 3: Worker  Classification:  Getting It Right The 1 st  Time

Lesson Outline

Properly classifying workers 3 Categories of classification What are the various classes of workers Penalties for misclassification Case studies Form SS-8 and it’s importance Federal vs. state law Industries with classification issues Voluntary Classification Settlement Program (VCSP) Section 530 Safe Haven Protection

3

Page 4: Worker  Classification:  Getting It Right The 1 st  Time

Independent Contractor or Employee

Which one should it be?

How do you determine proper classification?

What affect does improper classification have on employer and worker?

4

Page 5: Worker  Classification:  Getting It Right The 1 st  Time

So How Do You Get It Right? Do you know how to properly classify workers?

How do you determine if your workers are employees, or independent contractors?

What factors should you use to make the proper classification?

5

Page 6: Worker  Classification:  Getting It Right The 1 st  Time

3 Categories For Classification

Worker classification facts are based on three main categories

1)Behavioral Control

2)Financial Control

3)Relationship of the Parties

6

Page 7: Worker  Classification:  Getting It Right The 1 st  Time

3 Categories For Classification

Must consider all facts in the case

Each case has different facts and circumstances

No single fact provides the answer

Misclassification can have major ramifications on employer and worker if you get it wrong

7

Page 8: Worker  Classification:  Getting It Right The 1 st  Time

Behavioral Control

These facts show if there is a right to direct or control how the worker performs the work

A worker is an employee when the business has the right to direct and control the worker

Business doesn’t have to control the way work is done – can direct and control the work

8

Page 9: Worker  Classification:  Getting It Right The 1 st  Time

Financial Control These facts show whether there is a right to direct and

control the business segment of the work

Does the business or the worker control financial elements such as expenses?

9

Page 10: Worker  Classification:  Getting It Right The 1 st  Time

Relationship of The Parties

These facts show how the business and the worker perceive their relationship

Does the business perceive the worker as an independent contractor?

Does the worker think he/she is an employee?

10

Page 11: Worker  Classification:  Getting It Right The 1 st  Time

So Where Do We Go From Here?

The worker perceives employee status,

The business perceives independent contractor status

Who is right and who is wrong?

How do you proceed now?

11

Page 12: Worker  Classification:  Getting It Right The 1 st  Time

Employees Under Common Law

A worker is usually an employee if the business can control what will be done and how it will be done

If business has ability to control the details of how the services are performed it indicates an employee-employer relationship

Workers in business for themselves are not employees

12

Page 13: Worker  Classification:  Getting It Right The 1 st  Time

Who Are Independent Contractors?

Accountants

Doctors

Lawyers

Veterinarians

13

Page 14: Worker  Classification:  Getting It Right The 1 st  Time

Who Are Employees?

Food servers

Bartenders

Receptionists

Office managers

14

Page 15: Worker  Classification:  Getting It Right The 1 st  Time

Statutory Employees

A Statutory Employee is a worker who cannot be classified as an employee under the Common Law rules

But is an employee for payroll tax purposes due to specific statutory requirements (Social Security and Medicare)

15

Page 16: Worker  Classification:  Getting It Right The 1 st  Time

Who Are Statutory Employees?

An Agent or Commission Driver (Food and beverage delivery driver – “No Milk”)

Full-Time Life Insurance Salesperson (Sells primarily for one company)

Homeworker (Works from home using materials furnished by business)

16

Page 17: Worker  Classification:  Getting It Right The 1 st  Time

Who Are Statutory Employees?

Traveling or City Salesperson (Full-Time – Works for One company taking customer orders)

Corporate Officers (One who provides No services or Minor services and is not entitled to receive payment)

17

Page 18: Worker  Classification:  Getting It Right The 1 st  Time

Who Are Statutory Employees?

Statutory Employees must have Social Security and Medicare taxes withheld if the Three Tests are met

18

Page 19: Worker  Classification:  Getting It Right The 1 st  Time

3 Test For Statutory Employees

1) Service contract states or implies that almost all services will be performed personally by employee

2) The employee has little or no investment in the equipment and property used to perform the services

3) Services are performed on a continuing basis for the same company

19

Page 20: Worker  Classification:  Getting It Right The 1 st  Time

Statutory Non-Employees

Two Categories of Statutory Non-Employees

If worker falls into either category they can be classified as Independent Contractors

Statutory Non-Employees are responsible for federal income taxes, and self-employment taxes

20

Page 21: Worker  Classification:  Getting It Right The 1 st  Time

Who Are Statutory Non-Employees?

Direct Sellers - (Must meet Three Factors to qualify)

Real Estate Agents – (No property managers)

21

Page 22: Worker  Classification:  Getting It Right The 1 st  Time

Direct Sellers 3 Factors

1) Salesperson sells consumer goods in the home, or at a place of business other than a permanent retail establishment

2) Sells consumer products to any buyer on a buy-sell basis, deposit commission basis, or any similar prescribed by the regulations

3) Substantially all of payment made to direct seller must be directly related to sales output, or performance or service output (Can’t Be Paid For Hours Worked)

22

Page 23: Worker  Classification:  Getting It Right The 1 st  Time

Direct Seller Requirements

To obtain direct seller’s exemption there must be a

Written contract between direct seller and company

Stating that direct seller will not be treated as an employee for federal tax purposes

23

Page 24: Worker  Classification:  Getting It Right The 1 st  Time

So Who Are Direct Sellers? Door-to-door salespersons

Home demonstration persons

24

Page 25: Worker  Classification:  Getting It Right The 1 st  Time

Statutory Non-Employees

Real Estate Agents

Need to be a qualified and licensed agent

Output should be based on sales and not on hours worked

Written contract stating they are not an employee for federal tax purposes

25

Page 26: Worker  Classification:  Getting It Right The 1 st  Time

Real Estate Agents

Provide services such as

Advertising

Showing real estate property

Acquisition of a lease to real property

Recruitment, training, and supervision of other real estate persons

26

Page 27: Worker  Classification:  Getting It Right The 1 st  Time

Real Estate Agents Property Management services are NOT included

Property Managers are not classified in the real estate agent category

27

Page 28: Worker  Classification:  Getting It Right The 1 st  Time

Statutory Non-Employees Statutory Non-Employees are not employees for

federal tax purposes, but

Can be an employee for other purposes such as state worker’s compensation, and tort liability

28

Page 29: Worker  Classification:  Getting It Right The 1 st  Time

Penalties of Misclassification

Employers are required to collect withholding taxes

Can ask for abatement of liability for employee portion of taxes if employee has paid the taxes

Use Form 4670 to request relief of tax liability

Employee’s statement submitted using Form 4669

29

Page 30: Worker  Classification:  Getting It Right The 1 st  Time

Failure to File Return Penalty

5% of balance due for each delinquent month

Maximum penalty – 25%

30

Page 31: Worker  Classification:  Getting It Right The 1 st  Time

Failure To Collect Tax Penalty

Business that “Willfully” fails to collect and pay trust fund taxes will be assessed

100% penalty of tax due

31

Page 32: Worker  Classification:  Getting It Right The 1 st  Time

What Are Trust Fund Taxes?

Federal income taxes and FICA taxes required to be withheld from employee’s wages

Trust fund taxes do not include employer’s FICA portion

32

Page 33: Worker  Classification:  Getting It Right The 1 st  Time

Trust Fund Penalty100% Penalty if Two Requirements are Met

1)Must be responsible person

2)Responsible person must have “Willfully” failed to collect or pay the trust fund taxes

33

Page 34: Worker  Classification:  Getting It Right The 1 st  Time

What Is Willful?Willful is defined as

Intentional

Deliberate

Voluntary

Reckless

Knowing

34

Page 35: Worker  Classification:  Getting It Right The 1 st  Time

Case Study 1

Business misclassifies employees as independent contractors and does not withhold federal and FICA taxes

Should responsible be assessed the 100% penalty for failure to collect and pay trust fund taxes?

Is there reasonable basis for not collecting and paying?

Crowd Management Services, Inc. DC Ore, 95-1 USTC

35

Page 36: Worker  Classification:  Getting It Right The 1 st  Time

How Far Back Can IRS Go?

Statute of limitations is based on filing date of Form 941 and 940

3 Years from filing date

If forms are never filed, statute never expires

If fraud is involved, there is NO statute of limitations for reclassifying workers

36

Page 37: Worker  Classification:  Getting It Right The 1 st  Time

Form SS-8

Form SS-8 (Determination of Employee Work Status for Purposes of Federal Employment Taxes and Income Tax Withholding)

Can be submitted to IRS by worker

Can be submitted to IRS by employer

Can be requested by IRS examiner

37

Page 38: Worker  Classification:  Getting It Right The 1 st  Time

Form SS-8

SS-8 is a restatement of 20 Common Law questions

It’s an excellent self-audit tool

Business should use it when drafting independent contractor agreement

38

Page 39: Worker  Classification:  Getting It Right The 1 st  Time

Federal vs. State Law

Every state has different laws for determining independent contractor status

Most states base it on “Employment”. Do worker’s services constitute employment?

Employment for state unemployment purposes is defined as “any services performed for remuneration or under contract for hire, written or oral, express or implied”

39

Page 40: Worker  Classification:  Getting It Right The 1 st  Time

Federal vs. State Law

Services for remuneration are considered “employment” unless the ABC Test is met

If ABC Test is met worker is not an employee for state unemployment purposes

Burden of Proof falls on the business

Some states require that only One or Two of the conditions are satisfied

40

Page 41: Worker  Classification:  Getting It Right The 1 st  Time

ABC Test

A. The worker is free from control of direction of the performance of the work

B. The service is either outside the usual course of business for which the service is performed, or it is performed outside of all the places of business of the enterprise for which the service is performed

C. The worker is customarily engaged in an independently established trade, occupation, profession, or business

41

Page 42: Worker  Classification:  Getting It Right The 1 st  Time

ABC Test Some states use ABC Test

Other states use the Common Law IRS 20 Factor Test

Other states use a variation of tests

42

Page 43: Worker  Classification:  Getting It Right The 1 st  Time

States With ABC Test

Alaska Louisiana New Jersey

Arkansas Maine New Mexico

Connecticut Maryland Rhode Island

Delaware Massachusetts Tennessee

Georgia Nebraska Vermont

Hawaii Nevada Washington

Illinois New Hampshire West Virginia

43

Page 44: Worker  Classification:  Getting It Right The 1 st  Time

States Using Common Law 20 Factor Test

Alabama Kentucky North Dakota

Arizona Minnesota South Carolina

California Mississippi Texas

District of Columbia Missouri Utah

Florida New York

Iowa North Carolina

44

Page 45: Worker  Classification:  Getting It Right The 1 st  Time

Variations of State Unemployment Insurance Tests

State Test Colorado ACIdaho ACIndiana A – Part of B – CKansas ABMichigan Economic Reality TestMontana ACOhio A – Part of B – C

45

Page 46: Worker  Classification:  Getting It Right The 1 st  Time

Variations of State Unemployment Insurance Tests

State Test

Oregon AC

Pennsylvania AC

South Dakota AC

Virginia AB or AC

Wisconsin Unique 8 Factor Test

Wyoming AC

46

Page 47: Worker  Classification:  Getting It Right The 1 st  Time

Possible Industries With Worker Classification Issues Building and construction industry

Trucking industry

Computer industry

Automobile industry

Legal industry

Taxicab industry

47

Page 48: Worker  Classification:  Getting It Right The 1 st  Time

Construction Industry Case Study 2

Facts Jared Jones – Experience tile setter

Oral agreement with corporation to perform full-time services at construction sites

Uses his own tools and performs services in order designated by the corporation

Corporation supplies all materials, makes frequent inspections of work

48

Page 49: Worker  Classification:  Getting It Right The 1 st  Time

Construction Industry Case Study 2 (Cont)

Facts

Jared gets paid on a piecework basis

Company carries workers compensation on him

He doesn’t have a place of business

Performs similar services for other customers

Either party can terminate the services at any time

49

Page 50: Worker  Classification:  Getting It Right The 1 st  Time

Construction Industry Case Study 2 (Cont)

What is Jared Jones?

Employee or

Independent Contractor

50

Page 51: Worker  Classification:  Getting It Right The 1 st  Time

Construction Industry Case Study 3

Facts

Freddy Thomas is an electrician who submitted a job estimate to apartment complex for electrical services

$16 per hour @ 400 hours

He will receive $1,280 every 2 weeks for 10 weeks

Not considered payment by the hour

51

Page 52: Worker  Classification:  Getting It Right The 1 st  Time

Construction Industry Case Study 3 (Cont)

Facts Freddy can work more or less than 400 hours to get job done.

He will receive $6,400 for the job

He performs electrical services for other companies obtained by advertising

52

Page 53: Worker  Classification:  Getting It Right The 1 st  Time

Construction Industry Case Study 3 (Cont)

What is Freddy Thomas?

Employee or

Independent Contractor

53

Page 54: Worker  Classification:  Getting It Right The 1 st  Time

Auto Industry Case Study 4

Facts

Susan Bachman performs auto repair services for auto sales agency using their space

She uses her own tools, equipment, and supplies

She seeks out business from insurance adjusters and other individuals and does all of the work that comes to the sales agency

54

Page 55: Worker  Classification:  Getting It Right The 1 st  Time

Auto Industry Case Study 4 (Cont)Facts Susan hires and discharges her own helpers

Determines her own and her helpers working hours

Quotes prices for repair work, makes all necessary adjustments

Assumes all losses

Receives as compensation for her services, a large percentage of the gross collections from the auto repair shop

55

Page 56: Worker  Classification:  Getting It Right The 1 st  Time

Auto Industry Case Study 4 (Cont)

What is Susan Bachman?

Employee or

Independent Contractor

56

Page 57: Worker  Classification:  Getting It Right The 1 st  Time

Auto Industry Case Study 4 (Cont) What are Susan’s workers?

Employees or

Independent Contractors

57

Page 58: Worker  Classification:  Getting It Right The 1 st  Time

Taxicab Driving Industry Case Study 5

Facts

Dexter Manning rents a cab from Speedy Cab Co for $150 per day

He pays all costs of maintaining and operating the cab

Dexter keeps all fares that he receives from customers

58

Page 59: Worker  Classification:  Getting It Right The 1 st  Time

Taxicab Driving Industry Case Study 5(Cont)

Facts

Dexter uses Speedy Cab’s two-way radio communication equipment

Speedy Cab’s dispatching services

Speedy Cab’s advertising

These items benefit both Speed Cab Co. and Dexter Manning

59

Page 60: Worker  Classification:  Getting It Right The 1 st  Time

Taxicab Driving Industry Case Study 5 (Cont)

What is Dexter Manning?

Employee or

Independent Contractor

60

Page 61: Worker  Classification:  Getting It Right The 1 st  Time

What Triggers An IRS Worker Classification Examination?

The employee (worker) files Form SS-8 requesting a ruling

The business issues an “extraordinarily high number” of 1099-MISC forms

The business issues 1099-MISC forms with “high dollar” amounts

61

Page 62: Worker  Classification:  Getting It Right The 1 st  Time

What Triggers An IRS Worker Classification Examination?

The state unemployment agency conducts an audit and shares information with IRS

IRS performs “project audits” on a certain industry

Informant tips off IRS or DOL and provides audit lead (Be cautious of disgruntled former employees or vengeful competitors)

62

Page 63: Worker  Classification:  Getting It Right The 1 st  Time

2 Types of Worker Classification Audits

Employment tax exams

Income tax exams

63

Page 64: Worker  Classification:  Getting It Right The 1 st  Time

Examination Location

IRS wants to conduct audit at taxpayer’s place of business

Taxpayer’s representative wants it off the business premises

Never allow examiner to conduct exam on business premises! Easy to “misinterpret” events observed/overheard

64

Page 65: Worker  Classification:  Getting It Right The 1 st  Time

Voluntary Worker Classification Settlement Program

VCSP allows employers to voluntarily reclassify workers as employees for future tax periods

Provides partial relief from federal employment taxes

Nearly 1,000 employers have applied as of February 2013

65

Page 66: Worker  Classification:  Getting It Right The 1 st  Time

Who May Qualify for VCSP?

Businesses, tax-exempt organizations, and government entities may qualify

Must currently be treating workers (or a class or group of workers) as independent contractors or other nonemployees

Must have consistently treated workers as independent contractors or other nonemployees

66

Page 67: Worker  Classification:  Getting It Right The 1 st  Time

Who May Qualify for VCSP? Must have filed all required Forms 1099 for workers

the previous three years (temporarily waived thru 6/30/13 – See Announcement 2012-46)

May not currently be under employment tax audit by IRS, or under classification audit by DOL or State agency

Taxpayer previously audited for classification must be in compliance with audit results

67

Page 68: Worker  Classification:  Getting It Right The 1 st  Time

Who May Qualify for VCSP? May not currently be contesting the classification of

workers in court

If you qualify apply using Form 8952, Application for Voluntary Classification Settlement Program (at least 60 days before you want to begin treating workers as employees)

68

Page 69: Worker  Classification:  Getting It Right The 1 st  Time

What Does It Cost for VCSP?

Accepted employers will pay an amount equaling to just over 1% of wages paid to reclassified workers for the past year

No interest or penalties will be due

Employer will not be audited on payroll taxes related to these workers for prior years

69

Page 70: Worker  Classification:  Getting It Right The 1 st  Time

What Does It Cost for VCSP? Employers applying for VCSP under the temporary

relief program (Announcement 2012-45) may qualify even if Forms 1099 were not filed

Will pay a slightly higher amount than 1%, plus some penalties, and must file any unfiled Forms 1099 for workers that will be reclassified

70

Page 71: Worker  Classification:  Getting It Right The 1 st  Time

Section 530 Safe Haven Protection

Section 530 of the Internal Revenue Act of 1978 provides a “safe haven” for companies who use independent contractors

Passed in 1978 – To provide relief for businesses that used independent contractors in good faith

Intended to last only one year until Congress evaluated and passed legislation defining independent contractors. 35 years later Congress is still evaluating the matter!

71

Page 72: Worker  Classification:  Getting It Right The 1 st  Time

Section 530 Safe Haven Protection

Section 530 provides the new IRS Classification Settlement Program (CSP)

CSP establishes procedures for early and timely resolution of cases, reducing taxpayer burden

It is “Mandatory” that examiner offer a CSP to taxpayer if they qualify for Section 530 relief

72

Page 73: Worker  Classification:  Getting It Right The 1 st  Time

3 Qualification Requirements For Section 530 Relief

1) Reporting Consistency

2) Substantive Consistency

3) Reasonable Basis

73

Page 74: Worker  Classification:  Getting It Right The 1 st  Time

Reporting Consistency

All federal tax returns and information returns must be filed by the business on a basis consistent with the business’ treatment of the individual worker not being an employee.

Test must be applied to each worker separately since Form 1099-MISC may be filed for one worker in a class, but not another worker in same class. Treat these workers as separate classes.

74

Page 75: Worker  Classification:  Getting It Right The 1 st  Time

Substantive Consistency

Business must have consistently treated similarly situated workers as independent contractors.

If business or predecessor treated a similarly situated worker as an employee, Section 530 relief is not available.

Test must be applied to each class of workers.

75

Page 76: Worker  Classification:  Getting It Right The 1 st  Time

Reasonable Basis Business must have some reasonable basis for not

treating workers as employees

Reasonable basis can consist of reasonable reliance on several items

76

Page 77: Worker  Classification:  Getting It Right The 1 st  Time

Reasonable Basis

Judicial Precedent Published Ruling Private Letter Ruling Technical Advice Memorandum Results of past audits Long standing recognized practice of a significant

segment of the industry

77

Page 78: Worker  Classification:  Getting It Right The 1 st  Time

Are Section 530 Requirements Met?

If business clearly meets the reporting, substantive consistency requirements, and satisfies the reasonable basis test

Section 530 requirements are fully met and business is eligible for “Safe Haven” relief

78

Page 79: Worker  Classification:  Getting It Right The 1 st  Time

Are Section 530 Requirements Met?

If the business does not meet Section 530 relief provisions, the IRS examiner will proceed to determine if workers are independent contractors or employees using the Common Law rules (20 Factor Test)

79

Page 80: Worker  Classification:  Getting It Right The 1 st  Time

When Does CSP Get Offered?

If examiner determines that a reclassification issue does exist, examiner will consider whether or not CSP applies.

If examiners proposal is to reclassify workers as employees and business has timely filed Forms 1099

Examiner should make a CSP offer to taxpayer

80

Page 81: Worker  Classification:  Getting It Right The 1 st  Time

When Does CSP Get Offered?

It is mandatory that examiner present a CSP offer if all requirements are met

Taxpayer can accept or decline offer

Businesses that have not filed the required information returns are not entitled to CSP offer

81

Page 82: Worker  Classification:  Getting It Right The 1 st  Time

Cases Qualifying for CSP

Form 941/940 Non-Filers – Eligible for CSP if Forms 1099-MISC were filed

Statutory Employees – If business timely filed Forms 1099-MISC

Household Employees – If employer timely filed Forms 1099

Corporate Officers – If business treats corporate officer as IC and timely filed Form 1099-MISC

82

Page 83: Worker  Classification:  Getting It Right The 1 st  Time

Cases Excluded From CSP

Cases with Other Issues - CSP only available for worker classification. Not available for dividend or wages issues with S Corp reasonable compensation

Prior Closing Agreement – Taxpayer who has entered into a prior CSP is not eligible

CSP Non-Compliance – Business that isn’t in compliance with existing closing agreement

83

Page 84: Worker  Classification:  Getting It Right The 1 st  Time

Cases Excluded From CSP

Prior Coverage – Not available to a business that incorporated after the closing agreement was signed by principals, owners of the prior business that had worker classification issues.

Three Party Arrangements – No CSP is available if the correct employer can’t be identified

84

Page 85: Worker  Classification:  Getting It Right The 1 st  Time

Cases Excluded From CSP

Information Returns other than Forms 1099 Not available for any returns beside 1099s. Not available for K-1s if workers were treated as partners

Wage Issues – Not available for officer - shareholder compensation issues

Administrative or Judicial Proceeding – If prior year employment tax returns are part of an administrative or judicial proceeding No CSP

85

Page 86: Worker  Classification:  Getting It Right The 1 st  Time

Cases Excluded From CSP

Litigation – No CSP offer available if worker classification issue is resolved through litigation

Criminal Investigation – No CSP if tax return is part of an on-going investigation

Claims – No CSP for settlements available for cases closed prior to CSP implementation

86

Page 87: Worker  Classification:  Getting It Right The 1 st  Time

Cases Excluded From CSP

Government Employers – CSP not available to state and local government employers

Taxpayer No Longer in Business – CSP is only available to taxpayers still in existence. Closed business don’t qualify

87

Page 88: Worker  Classification:  Getting It Right The 1 st  Time

Taxpayer’s Rights To CSP Offers

Taxpayer participation in CSP is voluntary

Taxpayer can accept or reject offer at any time during the examination process

Declining to accept CSP offer allows taxpayer to retain all rights to an administrative appeal and all rights to judicial review

88

Page 89: Worker  Classification:  Getting It Right The 1 st  Time

Conclusion

IRS audit process is designed to select returns with a high probability of error for audit

Being selected for audit does not indicate there is a problem

A “No Change” in a worker classification examination is possible

89