Informal survey: Independent Contractor vs. Part Time Employee
Date: August 6, 2014
There is another thread called "Independent Contractor vs. Part Time Employee" but that is a discussion of a specific case.
This is a more general query to the choral community.
This query is for non-profit community choruses (not church or professional organizations where there is a head office and multiple employees).
1) Does your community chorus treat your director as an independent contractor or as an employee?
2) Do you know of any case where a community chorus has been challenged and/or penalized for classifying the director as a contractor?
- our community chorus has no office or employees - everything is volunteer except the musical staff
- our community chorus classifies the music director as a contractor
- our director would like to control most aspects of the chorus organization
- our board has said the director needs to accept guidance from the board regarding certain aspects of the music program
- our director has claimed that such "guidance" constitutes giving work directions that are more consistent with the treatment of an employee
- there have been subtle suggestions that the director could contact the IRS and make trouble for the organization and/or sue
Hence the query, to perhaps shed some light on prevailing practices in community choruses that have no business presence other than putting on occasional concerts.
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