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H was let go from dream job, not sure I can cope.
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<blockquote data-quote="LittleDudesMom" data-source="post: 605857" data-attributes="member: 805"><p>Sig, I am so very sorry. This is a devastating blow but you already know it is not one that your husband did on purpose. Blame him for the past, but not the future. I know you will come to that point. You already know you do a da*n good job at your profession - don't let fear of what might be remove all you have gained in the last 12 months. Remember, it is how YOU TELL YOUR STORY, that gives you it's definition. How you define it affects how you react to it.</p><p></p><p>Now to hijack this thread and address Janet. Janet, the IRS has an extremely clear definition of what an independent contractor is. I deal with this all the time in my business of hiring subs, paying for day labor, doing payroll, etc. According to the legal definition by the IRS, an individual is an independent contractor if the payer has the right to control or direct <strong><em>only the result of the work and not what will be done and how it will be done</em></strong>. The earnings of a person who is working as an independent contractor are subject to Self-Employment Tax. You are not an independent contractor if you <strong><em>perform services that can be controlled by an employer (what will be done and how it will be done). This applies even if you are given freedom of action. What matters is that the employer has the legal right to control the details of how the services are performed</em></strong>. If an employer-employee relationship exists (regardless of what the relationship is called), you are not an independent contractor.</p><p></p><p>Some small companies/employers would rather skirt the law and tell employees they are independent contractors because usually the liability is much less. Employers have to match all social security and medicare deductions of their employees, they have to pay state and federal unemployment taxes based on the employees wages, they have to carry liability insurance which is higher the more employees you have, and they have to carry workers comp insurance or they are in violation of state law. Workers comp rates are based on a value given to the job one performs - the higher the physical risk, the greater the premium.</p><p></p><p>It is very clear the he is not an independent contractor but raising too much stink could cost his job; but then he could take him to court and the whole merry-go-round gets faster and faster!</p><p></p><p>Sharon<span style="font-family: 'comic sans ms'"></span></p><p><span style="font-family: 'comic sans ms'"></span></p></blockquote><p></p>
[QUOTE="LittleDudesMom, post: 605857, member: 805"] Sig, I am so very sorry. This is a devastating blow but you already know it is not one that your husband did on purpose. Blame him for the past, but not the future. I know you will come to that point. You already know you do a da*n good job at your profession - don't let fear of what might be remove all you have gained in the last 12 months. Remember, it is how YOU TELL YOUR STORY, that gives you it's definition. How you define it affects how you react to it. Now to hijack this thread and address Janet. Janet, the IRS has an extremely clear definition of what an independent contractor is. I deal with this all the time in my business of hiring subs, paying for day labor, doing payroll, etc. According to the legal definition by the IRS, an individual is an independent contractor if the payer has the right to control or direct [B][I]only the result of the work and not what will be done and how it will be done[/I][/B]. The earnings of a person who is working as an independent contractor are subject to Self-Employment Tax. You are not an independent contractor if you [B][I]perform services that can be controlled by an employer (what will be done and how it will be done). This applies even if you are given freedom of action. What matters is that the employer has the legal right to control the details of how the services are performed[/I][/B]. If an employer-employee relationship exists (regardless of what the relationship is called), you are not an independent contractor. Some small companies/employers would rather skirt the law and tell employees they are independent contractors because usually the liability is much less. Employers have to match all social security and medicare deductions of their employees, they have to pay state and federal unemployment taxes based on the employees wages, they have to carry liability insurance which is higher the more employees you have, and they have to carry workers comp insurance or they are in violation of state law. Workers comp rates are based on a value given to the job one performs - the higher the physical risk, the greater the premium. It is very clear the he is not an independent contractor but raising too much stink could cost his job; but then he could take him to court and the whole merry-go-round gets faster and faster! Sharon[FONT=comic sans ms] [/FONT] [/QUOTE]
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H was let go from dream job, not sure I can cope.
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