Basic Concept:

This is the “Employee” situation.  You are an Employee of the Company you work for.  You work for them, they supply everything.  House Driver or Company Driver gets (should get)  Uniform, Vehicle,  all Expense Money,  only responsible for  Personal Self Safety, Performing Tasks, and Being the Best at what you do.

House Driver for some reason is “pushed” to do slightly more extra labor.  Being that you are an employee, what could you say, - you can't complain.  If your lucky, maybe the Company could change something that is wrong.  But only after you suggest to do something about the issue.  Reports (from big4) indicate that the “delivery apparatus” of 1(one) vehicle and 1(one) Driver/Courier generates about $ 143,000.00 per year.  Man hours are a pushed beyond normal tolerances, and with not much consideration for the Physical and Mental of the Courier Driver.

The AICVOA has surmised that the just because the company pays the doctor bills, doesn't mean they can abuse you – like some pack-mule !    

Now there is nothing wrong or bad about being a house driver.  In some ways its easier and in some ways its harder.  All the work is 100% controlled by your employer.  You are an employee.  No freedom of thought, so sorry.  You are - a robot, again so sorry.

What ever the company you work for prescribes for it's Delivery process, that is what you will need to follow.

A-1).   You are a House Driver.  You are Driving/Working for “Joe's Hardware Store”.  Joe's Hardware owns their own Van / Vehicle, and guess what - you're the Driver / Delivery Guy / Courier.  You do whatever Joe's Hardware Store tells you to do.  Joe gives you a paycheck at the end of the week.

A-2).   You are a House Driver.  You are Driving/Working for a “Larger Courier Company”.  You are an Employee of that Larger Courier Company.  This LCC owns their own Van / Vehicle, and yes, you guess it  - you're the Driver/Delivery Guy/Courier.  You do whatever LCC tells you to do.  The Large Courier Company gives you a paycheck at the end of the week.  Reports have the average hours worked is 52 per week.  Human sacrifice goes to new height's.  What a price for an amiable “Master/Servant” relationship ?…  The AICVOA is dedicated through education to enlightening all parties concerned of potential answers to questions.

 

 

This illustration shows the driver / workman being tied together with a rope.  The rope signifies the fact that you are under the company's control.  Work become boring, but physically hard...

 

 

The Internal Revenue Service has their own ideas and views on what is what and who is who.

 

This information was taken from an IRS web-site.  Notice they use the word "probably", which to the AICVOA, means they are not 100% sure of the description.  There is more data, and updated data viewable at their web-site.  Visit the IRS web-site to investigate further.  The wording is a somewhat difficult to understand, but at least they are addressing the issues.

To help distinguish between employees and independent contractors, the IRS has set up three general criteria:

• Behavioral Control
  If an employer trains and directs work, including hours of work, what tools or equipment to be used, specific tasks to be performed and how the work is to be done, the worker is likely an employee.  If the worker can set his or her own hours and works with little or no direction or training, he or she is probably an independent contractor.

• Financial Control
  This factor includes how the worker is paid, whether the worker may work for others at the same time, and whether the worker can incur a profit or loss.  A worker who is paid a salary, is restricted from working for others, and who does not participate in company profits or losses, is probably an employee.

• Type of Relationship
  The presence of a specific contract may indicate an independent contractor, but this factor alone is not controlling.  If the worker is entitled to benefits, this would indicate an employment relationship.  Another factor would be the type of work the person does; if it is directly related to the company's core work, he or she is probably an employee.  For example, a maintenance worker would not be doing 'company' work if he or she were working for a bank.