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In several recent posts, we’ve been discussing the distinctions between two worker classifications: independent contractors who are issued 1099s by the companies they work for; and traditional employees who are issued W-2s.
In some recent posts, we’ve been talking about the classification of workers in organizations. In general, it’s pretty clear cut whether a worker is an employee or an independent contractor and the IRS explains some criteria for distinguishing between the two.
In a previous post, we talked about the decision companies face in classifying workers as independent contractors—those who receive a 1099 for tax purposes—and traditional employees who receive a W2.
A common criticism of the gig economy is that companies treat those working in it less favorably than traditional employees due to their status as independent contractors.