Classification turns on the relationship, not the paperwork.
Agencies and regulators look at control, how the work is done and how the worker is paid. A contract that calls someone an independent contractor does not settle the question.
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The tests vary, and the facts decide.
What Is Actually True
Different agencies apply different tests to decide whether a caregiver is an employee or a contractor. The factors usually include who controls the schedule and methods, who supplies the tools and how the worker is paid.
Because the tests differ, an arrangement can pass one and fail another.
What We Do About It
We do not decide classification and do not advise on it. We ask for the facts your attorney will need and then model what each outcome means for benefits and the ACA.
That lets your counsel see the cost of each answer when deciding how to proceed.
From a label to the facts.
What We Need
How caregivers are engaged, scheduled and paid today.
What We Do
We organize the facts and model the benefits effect of each classification.
What You Get
A fact summary and numbers your attorney can use.
Questions on this topic.
Short answers for agency owners.
Do you tell us how to classify caregivers?
No. That is a legal question for your attorney.
Why does a benefits firm care?
Because classification changes who counts for the ACA and who can be offered benefits, and that has a cost.
What facts matter most?
Your attorney will say. Typically control over schedule and methods, pay structure and who supplies the equipment.
General information, not legal or tax advice. Confirm the rules that apply to your agency with your attorney or tax advisor.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents, two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
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