Employee or Independent Contractor?
The label doesn't decide it — the law does.
Whether you're legally an employee or an independent contractor affects your protections. Plus, what every worker should agree on before bringing a crew to a job.
Working as a Team or Crew
When you bring other workers to a job, make sure everyone understands:
- Who hired the crew
- Who is directing the work
- How each worker will be paid
- Whether one person is collecting payment for everyone
- Who is responsible for tools and transportation
- Whether required insurance, licensing, permits, and payroll obligations are in place
Do not assume ChambaNOW will divide or distribute crew payments unless that service is expressly provided for the specific transaction.
Employee or Independent Contractor?
The difference matters.
Employees may be entitled to protections involving minimum wage, overtime, payroll records, unemployment insurance, workers' compensation, reimbursement, breaks, and other benefits.
Independent contractors generally operate their own independent businesses and may be responsible for their own taxes, insurance, tools, expenses, licenses, and business obligations.
A written agreement calling you an “independent contractor” does not necessarily determine your legal classification. Government agencies and courts look at the reality of the working relationship.
ChambaNOW does not decide whether a worker is an employee or independent contractor. Hirers and workers are responsible for correctly classifying the relationship under applicable law.
Building knowledge that works.
