Description

Independent Contractor-Consultant Agreement (FL)

Summary

This Florida-specific Independent Contractor or Consultant Agreement is a short-form letter agreement between an individual independent contractor and a client.  The drafter assumes that the client in this document is a corporate entity.  Additionally, consultants or other service providers may use this Florida consultant agreement.  Parties that wish to enter into a short-term engagement or specific project may find this document appropriate because it is in an informal letter format.  Further, this agreement is drafted in favor of the client company and is based on federal and Florida law.  Finally, this agreement also assumes that the independent contractor is genuinely self-employed and is not an employee of the client company.

Details

This agreement is intended for the engagement of an individual independent contractor in Florida. The individual may have organized his business as a sole proprietorship or limited liability company (LLC). Additionally, the individual may have hired or engaged employees or contractors to assist in providing services. Nevertheless, the independent contractor is treated as an individual for purposes of this agreement.

Employment Status

Companies engaging independent contractors should ensure that the arrangement satisfies the requirements for independent contractor status. The Department of Labor (DOL), Internal Revenue Service (IRS), state government agencies, and the courts determine these requirements. Companies typically retain an independent contractor to perform limited tasks or complete a particular project. Additionally, companies typically retain independent contractors on a contract or fee basis. The company engaging the independent contractor has the right to control only the end result. However, the company does not have the right to control how the independent contractor accomplishes the end result.

On the other hand, an employee is subject to company control. This includes the company’s right to control the method and manner of the employee’s work. Courts, the DOL, and the IRS evaluate several factors, including the degree of control, to determine if the worker is economically dependent on the company or in business for himself.

Benefits of Engaging Independent Contractors

Independent contractors can provide a significant financial benefit to the company. Companies can benefit from independent contractors because independent contractors are not employees. Employees typically have rights and protections, which independent contractors typically do not have. For example, when dealing with independent contractors, a company has no:

• Obligation to comply with the Fair Labor Standards Act (FLSA) for independent contractors. Examples include paying minimum wage and overtime compensation.
• Obligation to provide benefits intended only for employees. Examples include health insurance, participation in a retirement plan, paid time off, and sick leave.
• Employment tax obligations to the IRS. Companies engaging independent contractors provide them with Form 1099-MISC instead of a W-2. The IRS generally does not require companies to make withholdings on the contractor’s behalf.
• Insurance obligations, such as unemployment or workers’ compensation insurance coverage typically required on behalf of employees.
• Obligations under federal, state and local laws, including:
  • health and safety laws;
  • wage and hour laws; and
  • equal employment standards.

Risks of Misclassification

Federal and state agencies aggressively enforce rules relating to worker classification, particularly because independent contractor arrangements avoid many of the tax and other employment law requirements associated with an employment relationship.

The IRS, the DOL, and Florida government agencies and courts construe independent contractor status narrowly. Thus, these authorities impose significant penalties for misclassification of workers. The penalties may include:

• Back pay, including overtime compensation.
• The value of employee benefits.
• Unpaid taxes and contributions.
• Penalties and interest.

Risks specific to Florida include:

• Tax risks. Although at the federal level, the IRS authorizes a safe harbor for unintentional misclassification. Florida does not offer a state equivalent of a safe harbor.
• Workers’ compensation risks. Under Florida’s Workers’ Compensation laws, employers are fined $5,000 for each misclassified employee when misclassifying them as an independent contractor.
• Wage and hour risks. Under Florida’s Wage and Hour laws, individuals can file private lawsuits and may recover attorneys’ fees.