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Q. Can Top Echelon Contracting employ Therapy Professionals in school systems?
Q. What is the difference between being paid on a 1099 verses a W-2?
Q. How are timesheets handled?
Q. When are employees paid?
Q. What benefits are available to Top Echelon Contracting employees? Is there a
waiting period?
Q. Do you have an Affirmative Action Plan?
Q. Do you have Privacy Practices in place?
1. Can Top Echelon Contracting employ Therapy Professionals
in School Systems?
Yes, we become the employer for therapy contract professionals working in school
systems. We work with recruiters who find job openings for contract candidates throughout
the United States.
In 2002, President Bush signed into law the No Child Left Behind Act. The overall
purpose of this law is to ensure that each child in America is able to meet the
high learning standards of the state where he or she lives.
As part of that initiative, there has been a huge demand for placing Therapy professionals
in school systems. As part of Top Echelon Contracting’s pre-hire process,
we require any Therapy
professional working in a school system to complete the following:
"Pre-Hire Application."
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2. What is the Difference Between Being Paid on a 1099 verses a W-2?
When a person is paid on the form W-2, the employer
automatically withholds and pays all of the necessary employee income
taxes as required by the IRS. These taxes include: Federal Income Tax,
State Income Tax, and FICA (Social Security and Medicare). In addition,
the employer will pay all of the necessary employer taxes. These taxes
include: FICA (Social Security and Medicare), FUTA (Federal Unemployment
Tax), and SUI (State Unemployment Tax).
When a person is paid on the form, 1099-misc, all money earned by the
individual is paid on an untaxed basis. It is then the responsibility
of the individual to file and pay the appropriate taxes. The IRS has
found that when an individual is responsible for paying his/her own taxes,
etc., many times it is not as much as it would be when the employer is
paying the correct tax amount. This is primarily due to workers taking
full advantage of any potential business deductions so that they pay
less in taxes. Hence, the IRS is cracking down on misclassifications
and imposing some hefty penalties. In today’s staffing industry,
it is imperative that workers are properly classified and that proper
taxes are paid to the correct government entities.
Top Echelon Contracting can and does administer contracts for 1099 subcontractors.
However, be forewarned, the IRS places strict qualification guidelines
on the types of jobs that are truly performed by independent contractors
and the types of people (sole proprietors) who are true independent contractors.
Unfortunately, not only is the IRS strict, but their guidelines are sometimes
vague. Therefore, if a Client asks us to administer a subcontractor,
we must evaluate the project and the proposed independent contractor
in accordance with IRS guidelines to ensure that the arrangement is a
true “independent contractor” relationship.
For more information
relative to the IRS’ guidelines for independent
contractors, consult IRS Form SS-8 or click here.
In
addition to IRS guidelines, there are two risk factors that come into
play when contemplating whether we will administer a 1099 subcontract.
Specifically, the Subcontractor will be required to sign a subcontract
agreement with Top Echelon Contracting that passes all of our liability
under our contract with the Client through to the Subcontractor. Additionally,
the Subcontractor will be required to provide us with a certificate of
insurance that names Top Echelon Contracting as an additional insured
and waives any right of subrogation that the Subcontractor’s insurance
company might have against us. The amount of insurance that we require
is generally equal to the amount required by our contract with the Client,
but we may, in our sole discretion, make exceptions under limited circumstances.
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3. How are Timesheets Handled?
Top
Echelon Contracting will issue each employee a timesheet with his or her initial
hire paperwork. The timesheets must be signed by both the employee and the client
company in order for Top Echelon Contracting to process the payroll. The payroll
deadline is each Monday by 1pm Eastern Time. It is important for employees to fax
their timesheet to our office by this deadline each week.
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4. When are Employees Paid?
Top Echelon Contracting employees will be paid on a weekly basis, provided he or she meets our Monday payroll deadline. Paychecks are mailed to the employee's
home address each Thursday afternoon, however, direct deposit is recommended. Monies
are deposited into the employee's bank account each Friday.
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5. What Benefits are Available to Top Echelon Contracting
Employees? Is There a Waiting Period?
Top Echelon
Contracting offers the following benefits to its employees: medical, dental, vision,
and life insurance, along with a variety of supplemental coverages. Top Echelon
Contracting employees are eligible to receive these benefits on the 1st of the month
after he or she has worked for 30 days.
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6. Do You Have an Affirmative Action Plan?
Yes, Top Echelon Contracting maintains an
Affirmative Action Plan. To view the plan, click on the link.
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7. Do You Have Privacy Practices in place?
Yes, Top Echelon Contracting has Privacy
Practices in place. To view the
Notice of Privacy Practices, click on the link.
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