Hiring and legal experts offer tips for practices, dental professionals
The legal and tax implications of hiring or being an independent contractor versus being an employee can be confusing for both dental practices and dental professional workers.
Stynt, the ADA Member Advantage endorsed company that helps members hire on-demand short-term and permanent staff, and the ADA Division of Legal Affairs have compiled tips for both dental practice owners and dental professionals to help navigate the pros and cons of both types of staff classifications.
Considerations for dental practice owners
Most staff hired by dental practices are defined as employees as determined by Internal Revenue Service rules. According to the ADA resource, Should I Be a Dental Employee or an Independent Contractor, an employee follows an employer’s directions and supervision as to what and how work is to be performed, including what order or sequence to follow when performing the work; when and where to work; procurement of supplies and equipment; what workers to hire or assist with the work; and more.
If team members are hired as employees, the dental practice owner provides them with salary and benefits and, in turn, can direct all aspects of their work. They would be classified as W2 employees, according to IRS rules.
Independent contractors are self-employed professionals who exercise independent judgment and render services as specified in a contract. The independent contractor is able to control...
Maj Gen Anton Grunis was praised by Vladimir Putin for purported capture of Kostiantynivka; UK names intel officer who died in Ukraine road crash. What we know on day 1,667 Ukrainian drone force...