Q: I am a 1099 independent contractor working with a school district as a speech-language pathologist.
Recently, there has been communication from district leadership indicating expectations regarding where and when I work, which aligns more closely with the control typically exercised over employees rather than independent contractors. I operate as a business owner, providing my own materials, resources, and tools to fulfill my duties, and I invoice accurately for the hours I work, whether on-site or remotely. However, I am concerned that some of the requests being made could blur the line between contractor and employee under IRS guidelines (Publication 15-A). Given the increased scrutiny on independent contractor classifications, I want to ensure that I am protecting my status and operating in compliance with federal regulations. Question: How should I address these requests while maintaining my status as a 1099 contractor?
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