I have just wrapped up a series of posts analyzing seven factors the IRS considers when determining whether a worker is an employee or an independent contractor.  The incorrect classification can have enormous tax implications for both the employer and the worker so it is important that you pay close attention to how a worker is classified or you may be stuck with a giant tax bill that you didn’t count on.

    Here is the list of the seven posts:

1. Control
2. Capital
3. Opportunity
4. Right to Discharge/Fire
5. Integral Nature
6. Permanence
7. Intent

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