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Proposed Federal Budget Targets Misclassification of Contractors

 

정부의 세수입이 부적절한 분류 (misclassification)로 인하여 $7 Billion 이라는 거액이 세수로 잡히지 못했다면, 정부로서도 가만히 있지 않겠지요?  이를 위하여 고용주들에게 시정할것을 알리고 또한 세무감사요원들을 대거 hire하고 있는데, 자그마치 2010년도에 $25 million이라는 거액을 투자하였고, 2011년도에는 $15 million, 그리고 2012년도에는 $46 million을 투자하고 있습니다.

 

잘 준비하시어, 어떠한  감사가 나와도 잘 대처하시기 바랍니다.

 

다음 article에 Classification의 근거가 되는것을 잘 참고하세요.

 

Misclassification of employees as independent contractors is expected to cost the Treasury Department over $7 billion in lost payroll tax revenue over the next ten years.  To help make up for this shortfall, the proposed budget includes a joint proposal by the Departments of Labor and Treasury.  The joint proposal, a $25 million initiative, would enhance the ability of both agencies to penalize employers who misclassify their employees and would attempt to eliminate or reduce opportunities under current law for employers to misclassify workers.  The initiative also provides for competitive grants to boost states’ incentives to address the problem, as well as the hiring of 100 new enforcement personnel to target worker misclassification. 

The President’s proposal also is likely to build momentum for legislation, already introduced called the Taxpayer Responsibility, Accountability, and Consistency Act of 2009, that would revise the Revenue Act of 1978’s safe harbor provision (which allows an employer to treat a worker as a contractor if certain requirements are met) to make it more difficult for employers to classify workers as independent contractors for employment tax purposes.  The legislation also would significantly increase employer penalties in the event of misclassification.  In addition, states also are enacting new laws to impose harsher penalties for misclassification.  Colorado, for example, passed a law in 2009 that included penalties of up to $5,000 per employee for the first offense and up to $25,000 per employee for subsequent violations.  Other states have passed similar laws.

In light of these developments, which continue a trend that has been building for the past several years, employers will need to be vigilant to ensure that their independent contractor relationships will pass muster.  Misclassifying an employee as an independent contractor will be a very costly mistake. 

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