What do I have to know about sending out independant contractors?
If the Canadian Revenue Agency determines that your independent contractor acutally qualifies as an employee, not only do you face certain liabilities but hefty fines as well.
A good first step in ensuring that you are not misclassifying these workers is to ensure that they have an incorporated company as well as a valid GST number. A contractor will submit invoices not timesheets, payable to their company with GST charged.
Work variety is also a good indicator - ask them if they have worked as a contractor in the last 12 months and what types of work they were doing. A true contractor is responsible for their own time and does not report to anyone or go by a set schedule. Business cards and marketing material can also indicate that this person is out selling their business.
Consider the type of work that will be performed at the job site. Are there employees performing the same type of work? If so, use caution in approving independent contractor status and try to distinguish the work (particularly the level of supervision) as much as possible.
If you are having difficulty classifying an employee or contractor, The Staffing Edge would be happy to help you make that determination.