“I want my money!” — Pearl, in The Landlord.

If you haven’t seen this Will Ferrell short video from 1997, take a look. Pretty funny.

Everyone wants their money. Method of payment is one of many factors used to evaluate whether an independent contractor is properly classified or instead is an employee.

Payment by the hour is permitted, but this method of payment more closely resembles employment. Payment by the project, regardless of time spent working, is most appropriate for an independent contractor relationship.

Other methods will do, though, and a fixed payment by the day, the week, or the month can be workable too. Method of payment is just one of many factors in the analysis of Independent Contractor vs. Employee.

Incentive pay for contractors is permitted too. Some examples of bonuses that may be appropriate include:

• Incentive for early completion of a project;
• Incentive for achieving certain project-based goals;
• Incentive for accepting additional gigs.

The more closely the incentive can be tied to the project, the better. If properly classified, independent contractors are in business for themselves, and project-based retentions are most indicative of legitimate independent contractor relationships. Similarly, incentives should be project-based whenever possible.

One final tip: Terminology matters. “Bonus” sounds like something an employee would receive. Try offering “incentive payments” instead.

© 2017 Todd Lebowitz, posted on WhoIsMyEmployee.com, Exploring Issues of Independent Contractor Misclassification and Joint Employment. All rights reserved.