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It explains the “covered worker” presumption, emphasizes that labeling someone a contractor does not automatically remove employer duties, and highlights that each contract must be evaluated separately. 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Does the independent contractor bring more than their personal labor?  ......................4  \nA–1 . Do they hire crew of their own or are they bringing other employees?  ...................4  \nA–2  . Or, are they bringing heavy or costly specialized equipment?  ...........................5  \nB  . Are they an established business, working without your direction or control?  ................6  \nB–1 . Are they free from your supervision, direction or control?  ..............................6  \nB–2  . Is the individual’s business different and separate from your own?  ......................8  \nB–2(a)  . Is the individual’s service “outside the usual course of business,” or in other words, does the contractor do something different from what you do?  ......8  \nB–2(b)  . Is the individual’s service being performed “outside of all of the places of business,” or in other words, does the contractor perform the service away from where you perform your services?  ..................................9  \nB–2(c)  . Is the individual contractually obligated to pay costs affiliated with the location from where the work is controlled (usually its headquarters)?  ...........9  \nB–3  . Does the individual have an established independent business that existed before you brought them on—OR—does the individual have a principal place of business that qualifies for an IRS business deduction?  .............................. 10  \nB–3(a)  . Do you have evidence to demonstrate that the individual hasan established business?  ................................................... 10  \nB–3(b)  . Does the individual have a principal place of business that qualifies for an IRS business deduction? Do you have evidence to demonstrate it?  ........... 10  \nB–4  . Is the individual responsible for filing a schedule of expenses with the IRS, such as would be part of a business tax return?  ...................................... 11  \nB–5  . Does the individual have all required registrations and licenses for their business?  ...... 11  \nB–6  . Does the individual maintain his/her own set of books and records that reflect all income and expenses of the business?  ................................. 12  \nB–7 . This question is for construction contractors only: Is the individual a properly registered contractor?  ................................................... 12  \nYour job site must be safe  .................................................................13  \nApplicable laws  ..........................................................................14  \nQuestions we are often asked  .............................................................16  \nStill have questions?  ............................................................. Back Cover  \nImportant note about safety!  \nEven if you determine that you have “independent contractors,” as defined in this guide, they may still be considered your employees under the Washington Industrial Safety and Health Act, RCW 49  .17 . This guideline does not address your obligations as an employer under safety and health law  . See Page 13 for more information  .  \nIntroduction  \nDo you use independent contractors?  \nIn some cases, someone you consider an “independent contractor” is actually a worker who has legal protections that cannot be waived. If so, you maybe an employer with “covered workers” under Washington workers’ compensation law and not realize it.  \nIt is important that you understand your requirements. Otherwise, your business maybe vulnerable to unexpected regulatory penalties and even lawsuits.  \nIn Washin","cbCaidrxupF59rk4","https://ap.wps.com/l/cbCaidrxupF59rk4","pdf",538670,20,"English","# Introduction\n## Overview\n## Independent Contractor Tests\n# Getting started\n## Personal labor and equipment questions\n## Established business and IRS-related questions\n## Safety and applicable laws\n## Questions we are often asked\n## Still have questions?","[{\"question\":\"What does the guide say about whether a worker is a “covered worker” in Washington?\",\"answer\":\"Washington presumes every worker is a covered worker for workers’ compensation purposes unless a narrow legal exception applies. If the person you hire is a covered worker, you have employer responsibilities.\"},{\"question\":\"Does calling someone an independent contractor automatically exempt an employer from workers’ compensation premiums?\",\"answer\":\"No. The guide states that simply labeling a person an independent contractor does not automatically exempt you from paying workers’ compensation premiums.\"},{\"question\":\"Why must each contract be evaluated separately?\",\"answer\":\"A person can be an independent contractor on one contract but not on another. The guide requires evaluating each contract on its own facts.\"}]","Independent Contractor Guide - A Step-by-Step Guide to Hiring Independent Contractors in Washington State | PDF",1790078438,7]