Consultants as 1099s have laws that protect us so we aren't treated as FTEs

@itspaulagorman

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Business Resources for Freelancers, Contractors and Fractional Leaders

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Why it worked

The video addresses a common concern for freelancers and independent contractors regarding their employment classification and legal protections. By sharing a personal anecdote and providing relevant information, the creator offers valuable insights that resonate with her target audience, encouraging engagement and potentially driving traffic to her resources.

Summary

The creator discusses how consultants, even when paid as 1099s, are protected by laws that prevent them from being treated as full-time employees. She shares a recent experience where a potential client's interview process felt like a full-time role interview, prompting her to be mindful of contract language and expectations.

Structure

1Introduction to 1099 consultant protections
2Personal anecdote about a client interview
3Explanation of laws protecting 1099 workers
4Call for mindfulness regarding contract language and expectations

Product placement

The creator mentions that she just did a webinar about this topic in her community, and the on-screen text displays information about being properly classified as a 1099 contractor, which is likely related to her community or resources she offers.

On-screen text

Original caption

Did you know? Consultants have laws protecting them so that they aren’t treated like full time employees #consulting

More from @itspaulagorman

Their other posts in the index, biggest breakout first.

Consultants as 1099s have laws that protect us so we aren't treated as FTEs Being Paid on a 1099 Doesn't Mean You're Properly Classified What Regulators Examine It's determined by what's written on a tax form. It's determined by the reality of the working relationship. Regulators look at: Ability to set your own work is performed. Ability to work for other clients simultaneously. Who sets your schedule and working hours. Who integrated you into the client's operations. Red Flags That Signal Employee Status: Set work hours, mandatory requirement, mandatory interest meetings, and common-style performance reviews even if you're not a boss. The Dual Test Your contract to support independent contractor status and to trust your actual conduct. Both must be careful. A protective contract undermined by employee like behavior makes that classification ask for you and your clients. Structure your engagements so that you set your own hours, serve multiple clients, and ensure you control how you deliver results, not just what you deliver.

Transcript

a red flag to look out for if you're an independent consultant. I just got off a call with a potential client. It's a large client, but they put me through what felt like a full-time role interview. I'm talking panel of five people. There's nothing wrong with that, but there are laws that protect 10.99, so consultants, fractials, freelancers, you know, contract work. Sure that we aren't being treated as full-time employees. Now, interviews probably don't fall into that, but this is something that in my brain, I'm like, "Hm, I need to watch out for this because if we're starting down this path right now, I want to be really mindful about any contract language, meetings, expectations around my availability.