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HRM 300 week 2 Practice Ethics Scenario Paper by.doc HRM/300 Practice: Ethics Scena

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HRM 300 week 2 Practice Ethics Scenario Paper by.doc HRM/300 Practice: Ethics Scenario Paper HRM/300 University of Phoenix Analyze whether the employee qualifies as an employee or independent contractor. In t ...

HRM 300 week 2 Practice Ethics Scenario Paper by.doc HRM/300 Practice: Ethics Scenario Paper HRM/300 University of Phoenix Analyze whether the employee qualifies as an employee or independent contractor. In this scenario, an employee is hired by the company Dream Massage a she is hired as an independent contractor withholding or any employment benefits. However, according to the company the employees are to work a set schedule, they provide her with clients and all her massage products but, the company control how she does her work. According to (Dennis- Escoffier, S. (2016). Employee or Independent Contractor. Journal of Corporate Accounting & Finance (Wiley), 27(3), 101-104. doi:10.1002/jcaf.22150) œAn individual is an employee for federal employment tax purpose if the individual is considered an employee under the common- law test applicable in determining the employer/employee relationship. By using the independent contractors instead of employees business can reduce costs and paperwork from payroll taxes, income tax withholding, unemployment insurance, workers compensation, and employee fringe benefits. While these savings have existed for some time, more businesses are now looking at independent contractors to avoid the requirement under the Affordable Care Act (ACA) to provide minimum health insurance to their employees or face a significant penalty. When businesses treat their workers as independent contractors, the responsibility for paying the employers share of payroll taxes, as well as any benefits, is shifte. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .

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