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Need a policy because of a recent regulatory change? We’ve got it for you. Need some quick training on a specific HR topic? We’ve got it for you. HR Insider provides the resources you need to craft, implement and monitor policies with confidence. Our team of experts (which includes lawyers, analysts and HR professionals) keep track of complex legislation, pending changes, new interpretations and evolving case law to provide you with the policies and procedures to keep you ahead of problems. FIND OUT MORE...
Independent Contractor Policy

 WHAT’S THE PROBLEM: Whether a person who works for your company is an “employee” or “independent contractor” is a crucial question because of the differences in payroll treatment. You must make EI, CCP or income tax deductions and pay payroll taxes for employees but not independent contractors. And, independent contractors don’t generally qualify for vacation, holiday pay and other benefits under employment standards laws the way employees do. Bottom Line: Classifying a worker as an independent contractor can save you thousands of dollars per worker each year.

Unfortunately, it can also get you (and the worker) into a lot of trouble. If the CRA thinks the worker is really an employee, it can order you to pay fines and both the employer and employee portions of CPP contributions and EI premiums, as well as interest on unpaid amounts. It can also demand additional withholdings for tax and workers’ compensation. And the worker whom you misclassified as an independent contractor may sue ...

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