If your former contractor files for unemployment, pay attention!
When a former employee files for unemployment, it hardly matters to the business whether the individual gets unemployment coverage. Unless the individual had voluntarily quit, benefits are usually allowed. No big deal.
When an independent contractor files for unemployment, however, beware. Unemployment insurance coverage is available only to employees, not to independent contractors. For a contractor to obtain coverage, the state must first determine that the contractor was an employee.
This determination can have far-reaching economic consequences to the business, extending well beyond the individual contractor.
First, if your contractor was misclassified and is deemed an employee, you were not paying into the state unemployment insurance pool for that contractor — or for all contractors who are similarly situated. The state wants your money and may issue back assessments (and penalties and interest) for having failed to pay into the system — not just for that individual but for all other individual contractors who performed the same type of work.
Back assessments can stretch back years and can add up quickly, particularly for businesses that retain a large number of individual contractors.
Second, the impact of a misclassification finding can quickly snowball beyond the land of unemployment insurance.
It’s Valentine’s Day. You and your sweetie want to get away for the weekend. Your high school offspring will stay home. They seem responsible, promise not to break the law, and promise if they break anything they will pay for it. So you’re good, right?
You didn’t disappear, though, did you? (Or, did you?!!) This is a fun little game but bad risk management strategy.
Let’s talk about good old-fashioned 
