Opinion ID: 13423
Heading Depth: 3
Heading Rank: 2

Heading: Independent Contractor Versus Employee

Text: 16 The critical factor in distinguishing an independent contractor from an employee  'is the power of the Federal Government to control the detailed physical performance of the contractor. '  Broussard, 989 F.2d at 174 (quoting Orleans, 425 U.S. at 814, 96 S.Ct. at 1976 (quoting Logue v. United States, 412 U.S. 521, 528, 93 S.Ct. 2215, 2219, 37 L.Ed.2d 121 (1973))). In Broussard, this circuit recognized that, while this may be the most critical factor, it is not the only factor. 989 F.2d at 175. If this were the only factor considered, then no professional who exercises professional judgment could be considered a federal employee under the FTCA. Id. In Logue, the Supreme Court relied upon the Restatement (Second) of Agency which lists other factors besides control in determining whether a person is an employee or independent contractor. 412 U.S. at 527 & n. 5, 93 S.Ct. at 2219 & n. 5 (citing RESTATEMENT (SECOND) OF AGENCY § 2 (1957)); see also Broussard, 989 F.2d at 175. In addition to control, § 220 of the Restatement lists the following factors which may evidence the existence of an employee relationship: (1) the work does not require one who is highly educated or skilled; (2) the work is typically done by an employee in the locale, rather than an independent contractor; (3) the employer supplies the tools, instrumentalities, or place of work; (4) the employment is for a considerable period of time with regular hours; (5) the method of payment is by the hour or month; (6) the work is full-time employment by one employer; (7) the work is part of the employer's regular business; and (8) the parties believe they have created an employment relationship. RESTATEMENT (SECOND) OF AGENCY, supra, § 220(2) & cmt. h, referenced in id. § 2 cmt. a.