But there are a few things that even current ICs may not know about their choice of employment. The general rule is that an individual is an IC if the payer of services has the authority to control or direct only the result of the work, but not the means and methods required to accomplish the result. But the primary difference is the degree of control or independence exhibited by either group. As an FTE, you know when you have to be at work, what resources you have available to you while at the office, and when it is considered respectable to leave. While your company may not be able to control all of your behaviors, they can enforce the level of work they expect from you, the timeframe they want the work done in, and how they would like you to achieve it.
ICs tend to have more flexibility concerning work hours, resources and location.
Financial control includes business expenses, investments, how a worker is paid, and how a worker makes services available. ICs usually have more unreimbursed business expenses than full-time employees who can claim such expenses as mileage and business meals. ICs also have a stake in their workplace and incur costs regardless of the quantity of work performed, including shelling out money for all necessary equipment and office supplies. Additionally, an IC often advertises his or her services to bring some exposure to its business. The relationship between the employer and the worker deals with benefits, such as medical and other insurance, vacation pay, and sick leave.