New companies often want to classify any new workers as independent contractors instead of employees, in order to limit the company’s costs.  Costs attributable to hiring and retaining employees can be quite substantial and include workers’ compensation, unemployment insurance tax, social security tax and withholding and local payroll taxes.  Simply calling a worker an independent contractor, even in a signed, written contract, does not, however, mean that the law will recognize the worker as such. (more…)