If you are in a business or work front, where you require contractors it is necessary that you are well aware of the legal issues. Indeed, there are strict laws and regulations, which govern the hiring of a contractor in Washington.
If you are the employer, you need to be really careful with regards to the following aspects:-
- Workers’ compensation.
- Wage and hour requisites.
- Unemployment tax.
- Safe work environment.
In similar perspective to aid you in the process of hiring here are the 3 practices you need to take care of: –
- Personal labor–
If you are hiring someone who is bringing their own employees and you are not supervising their work, then that contractor is not your employee.
In this case your subcontractor is responsible for his or her own employees. It is mandatory that in such a case the individual is registered as an employer with L&I.
You are not applicable for workers’ compensation premium, wage or hour requisite, unemployment tax. However, you are required to keep your job site safe.
- Heavy equipment’s–
If you have hired an employee who is bringing along heavy equipment and you are not supervising than he or she is not your employee.
If you are supervising then you are required to pay the workers’ compensation, wage and hour rule applicable, unemployment tax due. You are required to keep your job site safe.
- Established business–
You have to be sure that the contractors you are hiring have an established business of their own or not.
In this context the answers need to be affirmative with respect to supervision, separate business, previously established business, filing of IRS taxes, requisite registrations, maintain books, construction trades, maintaining books, construction trades.
In the case no workers’ compensation is required, no wage and hour requisites and similarly no unemployment tax. However, keeping the job site safe is mandatory.