As an employment agency, our goal is to consult with companies to discuss how we can solve their human resources challenges in order to become a partner in their strategic staffing plan. Through these conversations, we sometimes discover that these potential clients currently utilize 1099 Independent Contractors incorrectly. They are technically misclassifying the status of the 1099 Independent Contractor.

1099s are self employed individuals who do not work for any company as an official employee. They do not report W-2 earnings, they are not listed on any company’s official payroll, and they are responsible for filing their own taxes. Unfortunately, in several cases, companies unknowingly retain workers as 1099s for almost any job title (e.g. customer service, receptionist, sales rep, office manager).

Companies that utilize 1099s are responsible for the compliance and controls. 1099 compliance refers to the process of following the Internal Revenue Service (IRS) regulations for reporting payments made to independent contractors or freelancers.

Businesses are required to issue 1099 forms to independent contractors and vendors if they paid them more than $600 in a tax year. The 1099 form details the amount paid to the contractor or vendor and is also reported to the IRS.

Failure to comply with 1099 regulations can result in penalties and fines from the IRS. Therefore, it’s important for businesses to understand the requirements and ensure they are accurately reporting all payments made to independent contractors and vendors.

To ensure 1099 misclassification compliance, businesses should keep detailed records of all payments made to independent contractors and vendors throughout the year, and issue 1099 forms to those who meet the payment threshold by the end of January of the following year. Additionally, businesses should keep copies of all 1099 forms issued and file them with the IRS by the appropriate deadlines.

If a worker is misclassified as an independent contractor when they should have been classified as an employee, there can be penalties for both the employer and the worker. Here are some of the penalties that could apply:

For Business / Employers:

• Fines: Employers can be fined for misclassifying workers. The amount of the fine varies depending on the severity of the violation, but can be up to $1,000 per misclassified worker for a first offense and up to $5,000 per worker for repeat offenders.
• Back Taxes: Employers can be required to pay back taxes and penalties for failing to withhold income taxes, Social Security, and Medicare from the worker’s paychecks that should have been W-2 employees.
• Legal Costs: Employers may also face legal costs if the misclassified worker takes legal action against them.

For Workers / Employees:

• Loss of Benefits: Misclassified workers may not be eligible for benefits that are available to employees, such as health insurance, retirement benefits, and workers’ compensation.
• Unpaid Taxes: If the employer did not withhold income taxes, Social Security, and Medicare from the worker’s paychecks, the worker may be required to pay these taxes themselves.

In addition to these penalties, 1099 Independent Contractor misclassification can also have other negative consequences for both the employer and the worker, such as damaging the employer’s reputation and harming the worker’s ability to obtain future employment. It’s important for employers to properly classify their workers to avoid these penalties and protect their workers’ rights.

A remedy to the 1099 misclassification problem is to legally classify the worker as a W-2 employee. When that happens, the employer-employee relationship has been documented and taxes and wages are reported to both the state and federal revenue agencies.

Companies can simply convert the 1099 to an employee or use a third party payroll solution. In either case, the 1099 misclassification and potential penalties have been eliminated.