![]() PSU has the right to control and direct an Employee’s performance of the work, not only as to the result to be accomplished but also as to the details and means by which that result is accomplished.įormer PSU Employees: Per IRS regulations, a former PSU employee cannot perform services for PSU under a PSI or PSC during the same tax/calendar year that they were paid on PSU's payroll. An Employee can be dismissed or terminated “at will.” An Employee is provided a workplace and tools by PSU, and is covered by PSU Workers’ Compensation and Liability Insurance. Independent Contractors hire or dismiss their own associates, provide their own tools and equipment, advertise their services to other clients, are free to choose work methods, and carry their own insurance.Įmployee: An Employee is an individual who is subject to PSU direction and control. Independent Contractor: An Independent Contractor is an individual/firm that is not subject to PSU direction and control. This is an important step because there are financial consequences if the IRS determines PSU misclassified a service provider. Independent Contractor Checklist, you can determine whether the relationship of the person/entity providing services is considered an independent contractor or an employee. PLEASE NOTE: Per IRS regulations, the relationship of a person/entity performing services under a PSI or PSC must be that of an Independent Contractor, not an Employee. The Personal/Professional Services Contract (PSC) and Personal Services Invoice (PSI) are two standard forms used to procure personal/professional services from Independent Contractors.
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