{"id":4730,"date":"2014-06-13T09:41:19","date_gmt":"2014-06-13T13:41:19","guid":{"rendered":"http:\/\/gtm.com\/household\/?p=4730"},"modified":"2016-02-24T14:59:02","modified_gmt":"2016-02-24T19:59:02","slug":"hiring-a-temporary-nanny","status":"publish","type":"post","link":"https:\/\/gtm.com\/household\/hiring-a-temporary-nanny\/","title":{"rendered":"Hiring a Temporary Nanny or Other Employee"},"content":{"rendered":"

\"hiringHiring Household Employees<\/strong><\/p>\n

If you are hiring a temporary nanny or other household employee, it\u2019s important to understand you have hired an employee and not an independent contractor. The single most important factor in determining your worker\u2019s status is the employer\u2019s control over the individual and means by which the work is performed. For an employee, control is present. For an independent contractor, it is absent. Control can be determined by things such as, setting the hours of work and requiring prior permission for work absence.
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Unclear situations<\/strong><\/p>\n

In some cases, the working status may be unclear. For example, a housekeeper may have some characteristics of an employee and some of an independent contractor. When in doubt\u2014treat as an employee. The risk happens if an employer mistakenly treats a person as an independent contractor.
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When would I have to pay employer taxes?<\/strong><\/p>\n

If you are going to be hiring a temporary employee, it\u2019s important to understand your obligations as a household employer. If the employee earns over $1,900 (2014) in gross wages per year, you are responsible for Social Security and Medicare taxes and Unemployment taxes. If the employee earns over $1,000 during a quarter, you must pay federal unemployment tax.
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Why it is important to know the difference?<\/strong><\/p>\n

Misclassification of a temporary employee as an independent contractor can result in significant legal liabilities including:<\/p>\n