decisionhealth Newsletters, Answer Books - 2009 Issue 3 (March)
Employment and Employees / Why you better know who your employees really are / Who is an Employee
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Article Overview
This piece covers the IRS framework used to evaluate whether a physician or medical director is truly an employee or an independent contractor. It focuses on the broad categories the IRS considers, the role of written agreements, and why organizations in healthcare should understand the classification issue when structuring relationships and contracts. The article is intended for healthcare administrators, physicians, and coding/compliance professionals who need a general understanding of employment-status evaluation.
Why This Topic Matters
Employment classification can affect tax treatment, compliance obligations, and whether a relationship fits within a safe harbor exception. For healthcare organizations, understanding the general IRS approach helps support better contracting and workforce decisions without assuming that a contract label alone determines status.
What You Will Learn
- How the IRS approaches employee-versus-independent-contractor classification
- Why contract language alone may not settle employment status
- The broad factors used to evaluate behavioral control, financial control, and relationship type
- Why physician and medical director arrangements deserve careful review
- How employment classification can affect safe harbor considerations
Who Should Read This
- Healthcare administrators
- Medical directors
- Physicians
- Compliance professionals
- Practice managers
- Revenue cycle professionals
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