Topics covered include: Defining Employees versus Independent Contractors; Costly Consequences of Mis-classifications of Employees; IRS 'Right-to-Control' Test: Rev. Rul. 87-41: 20 Common Law Attributes; Modernized Twenty Factor Test: Three Categories of Evidence as they appear on Form SS-8 (Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding); Department of Labor 'Economic Reality' Test; Modernized Twenty Factor Test: Three Categories of Evidence Safe Harbor Rules & Remedies Section 530 & Form 8919 Notable Court Decisions; 2017 Legislative Updates. Upon completing this course, you should be able to: Recognize the Internal Revenue Service's plan to minimize the 'tax gap'; Identify the new regulations regarding 1099 Compliance to avoid costly penalties; Differentiate when to classify workers who do the same job differently; Recognize factors which indicate financial control of a worker Identify proper scenarios of worker classification between a company and a worker; Describe when a person should be classified as an independent contractor in regards to the 20-Factor Test for Independent Contractors; Recognize how an employee is describe by common-law rules Identify factors that should be considered when determining Independent Contractor status; Utilize the 20 traditional factors for determining worker status; Describe how an employer shows consistent treatment of a worker; Recognize why the governments prefers/encourages classifying workers as Employees vs. Independent Contractor; Identify the Form SS-8 Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding; Identify benefits to hiring an independent contractor; Describe factors included as part of the IRS's 20-factor test deciphering whether an individual is an independent contractor \instead of an employee; Identify examples of a financial control to determine employee status; Recognize examples of relationship types to determine employee status; Identify drawbacks for an employer for engaging an independent contractor; Recognize provisions included within the Payroll Fraud Prevention Act of 2015 Recognize the proper form used to report payments of nonemployee compensation paid to independent contractors; Identify the potential percentage saved when hiring independent contractors; Differentiate improper classification statuses of an independent contractor; Recognize factors part of the economic reality test generally not hard to meet; Identify tests used to determine employee status under wage and hour laws and workman's compensation statutes; Identify a behavioral control to determine employee status.