What does the control test evaluate in distinguishing employees from independent contractors?

The control test primarily evaluates the degree of control that an employer exerts over the work of an individual when determining whether that individual is classified as an employee or an independent contractor. The essence of this test is to assess how much authority the employer has over not just the employee's tasks but also the manner in which those tasks are performed.

In focusing specifically on control over job tasks, the test examines whether the employer can direct not only what work is to be done but also the details of how that work should be executed. For instance, if an employer has substantial say in the methods, techniques, and processes used to accomplish the work, this suggests a worker is likely an employee rather than an independent contractor, who typically has more autonomy in how to execute their assigned tasks.

While control over workplace environment, payment schedules, and hiring and firing decisions are relevant considerations, they are secondary to the core evaluation of task performance autonomy when applying the control test. The control over job tasks is ultimately the most significant factor in distinguishing between an employee and an independent contractor according to legal standards. This clarity helps define the employer-employee relationship and determines the applicability of various labor laws and benefits.