Even these issues get broken down into narrower inquiries relating to behavioral control, financial control, and the type of relationship the parties have. Behavioral control refers to the when, where, and how of working. Training a worker to perform services in a particular manner also indicates an employer-employee relationship. Financial control entails the right to make decisions on the business aspects of a job. Employees are more likely than independent contractors to have expenses reimbursed and are less likely to have a significant investment in facilities used in the work.
Employees have less freedom to seek out personal business opportunities.
Guaranteed payment of a regular wage for a specified time period is usually a sign of employee status, while only an independent contractor will be in the position to realize a profit or a loss. Other aspects of the worker's relationship with a business can also help to separate employees from independent contractors. Of course, how the parties themselves describe the relationship in any written contracts carries some weight. Employees are more likely to receive benefits like insurance, a pension plan, vacation pay, and sick leave. Hiring a worker with an expectation of carrying on a relationship indefinitely, instead of for a specific project, is evidence of an employer-employee relationship.