You can use a twenty-factor test provided by the Texas Workforce Commission to establish if your worker is an employee or an independent contractor. Even if workers do not satisfy every requirement, they may still be considered employees.
In order to assess if a worker is an employee or an independent contractor, the courts will look at each of the characteristics individually. The worker is probably an independent contractor if they meet most of the criteria for such a partnership. San Antonio employment lawyer can help you with any issues that you might face about the same.
The Twenty Factor Independent Contractor Test by the Texas Workforce Commission
The TWC takes into account some of the following elements, along with a brief explanation of each one:
Employees are given directions on how, when, and where to complete the work. A freelancer completes the task in his or her own manner. In essence, an independent contractor works independently.
Employees must complete training and attend meetings or classes. Services provided by independent contractors are not trained.
Workers are integrated into business activities. The services provided by independent contractors are distinct from the company.
Employees provide personal services. Independent contractors are free to delegate their responsibilities to another person.
Employing, Managing, and Paying Helper.
Other firm workers are in charge of supervising the employees. Independent contractors hire, pay, and supervise any assistants they utilize and are accountable for the completed work.
The relationship that is ongoing
Month after month, workers stay employed by the same company. Typically, independent contractors are employed for a single project with a finite or unlimited length.
Set Work Hours
Work hours for employees are predetermined. Independent contractors are free to choose the days and times they work.
Complete Time Needed
Typically, employees give their employers their entire attention. Independent freelancers cannot be forced to work only for one company full-time.
Employers direct their employees to work there. Wherever they choose, independent contractors are at work.
Order or Succession
Employees complete work in the sequence designated by the business. Independent contractors are responsible only for the finished product and can complete the job in any order they want.
Written or Oral Reports
The employees must submit regular progress reports. Independent contractors are typically exempt from this requirement.
Employers provide regular payments to employees at regular intervals. Businesses can pay independent contractors per project or after a bid is submitted.