Independent Contractor/Employee Status

In recent years, many employers have sought to reduce employment costs by hiring independent contractors.  Retaining independent contractors may, in fact, provide an employer with skilled and experienced personnel at substantial tax and benefit savings.  There are many legal issues, however, surrounding independent contractor status and the wrongful characterization of an individual as a contractor rather than an employee may be very costly to an employer. We are familiar with the “tests” to determine contractor status and we have practical experience to help clients structure proper contractor relationships. 

For additional information, contact Karen L. Brand (860) 240-1089, kbrand@reidandriege.com or Michael L. Coyle (860) 240-1091, mcoyle@reidandriege.com.