Here's a link to the IRS's general test on misclassification of employees, can be interested in walking through http://www.oregon.gov/ODA/shared/Documents/Publ

Here's a link to the IRS's general test on misclassification of employees, can be interested in walking through http://www.oregon.gov/ODA/shared/Documents/Publications/NaturalResources/20FactorTestforIndependentContractors.pdf http://www.oregon.gov/ODA/shared/Documents/Publications/Natu... There are 20 points to consider in total. some of the ones that don't come up in these discussions but probably should: • Degree of business integration. Workers whose services are integrated into business operations or significantly affect business success are likely to be considered employees. • Control over discharge. A company's unilateral right to discharge a worker suggests an employment relationship. In contrast, a company's ability to terminate independent contractor relationships generally depends on contract terms. • Right of termination. Most employees unilaterally can terminate their work for a company without liability. Independent contractors cannot terminate services without liability, except as allowed under their contracts.