Posted by
Logical Party on Monday, February 18, 2008 8:00:00 PM
THE DESIRE TO BE A FREELANCER
By David DiBello
The best way to determine if freelance employment is beneficial to a worker is to explore “intent.” One should become a freelancer from a standpoint of altruism, an entrepreneurial spirit combined with the desire to be one’s own boss, in charge of fees offered, product or services rendered, and a setting of work schedules and deadlines. A pure freelancer maintains the ability to accept or reject clients.
The first shock a freelancer adjusts is that opposed to receiving immediate pay via timecards or salaries, one must bill a client as a vendor. Vendors render service first, then wait anywhere between “net 15” and “net 30” days for payment, a little time thereafter not unusual. If this were a litmus test as to true status, it would unveil the fact this form of work is a canard for many, since these workers live paycheck to paycheck and cannot afford delays in payment, just like regular employees. The mask being lifted unveils they do not meet the accounting standard of a “going concern,” with the financial resources to allow the client a reasonable period to judge their work product.
They are “quasi-freelancers,” accepting this type of employment out of necessity, not understanding the consequences as to billing a “client,” or tax implications affecting them at year end. Often overlooked, they are responsible not only for the 7.65% FICA and Medicare, but also the matching additional 7.65% portion that an employer would pay.
The first issue for any new freelancer is billing, an unknown arena for those accepting any work they can obtain. They need to know exactly what to incorporate in order to charge the correct hourly rate. As a financial controller, I can inform the potential freelancer they need to obtain the hourly market rate for their services, then add to it the 7.65% FICA and Medicare, an additional 1% for unemployment, a percentage for healthcare, and a percentage for downtime i.e. vacation, sick time.
Freelancers need to extrapolate “benefit” costs over the amount of hours one works in a year, usually 40 hours per week for 52 weeks, or 2,080 hours. Therefore, if health insurance is $300 a month for an individual, or $3,600 a year, one would divide that amount by 2,080 hours to arrive at the $1.74 that needs to be added to the base fee charged an employer. One should allocate a standard vacation and sick time pay into the equation that would be covered if they were a permanent employee. Again, if allotted the standard two week vacation and a minimal one week in sick or personal time, three weeks in total, at a hypothetical rate of $800 a week (40 hours times 3 weeks, or 120 hours) or $2,400 annually spread over the remaining 1,960 hours (2,080 less the 120 hours) for an amount of $1.22 added to one’s hourly rate.
These benefits would be part of permanent employment, the exact fees an employer looks to avoid when hiring variable freelance employees. A perspective employer looks not only to save on not making a commitment; they wish to pay the same salary as a full time worker sans paying the “benefit cost.” The uniformed freelancer, especially someone offering a service highly competitive as to open spots and in desperate need, will not realize this until year end, or at a time when they need to rely on the health or “downtime” benefits never paid.
These additional “tack on” amounts in determining a fee to be on par with permanent employees should be set asides by the freelancer when received, so as to pay for the aforementioned benefits (healthcare, or a provision for downtime) or to pay the quarterly government tax obligation. Not billing for this “reserve,” a freelancer will dip into their “fee income” making what they earned less than a permanent worker.
An employer seeks to take double advantage of freelancers in not making a commitment to control their costs, understandable in fluctuating industries, and avoiding the “benefits” portion of fees, leaving the “quasi” freelancer behind when those costs come to fruition, dangerous because the “quasi” freelancer lives on a feast or famine budget, not knowing when their next pay stream will flow.
The seasoned professional with years experience, established reputation and consistent workflow knows these requirements to be a legitimate freelancer. They also track work related costs to deduct from gross receipts on schedule C of Tax forms in arriving at taxable income, just like a business. Freelance employment is exactly like a business, criteria that should be met to allow such type of work.
Trouble is our workforce today has a growing number of “quasi-freelancers” unfamiliar to the rules or not financially astute as to billing, their specialty, trade or forte in areas other than finance. It’s a good wake up call to people forced into freelance transition as to what an employer actually pays as total compensation.
The IRS lists what constitutes “freelance” employment, which mainly focuses on independence of the contractor. A “pure” freelancer works on his own, told what product or services are needed, and then the employer awaits the results. This is not the case in many services, especially administrative, where a freelancer works on premises and there is direct oversight, if not instruction, by the employer.
Full time employees need take notice, especially this campaign season, with the Republican Party espousing tax deductions in return for severing healthcare obligations from an employer under the illusion an individual, not a group, can negotiate better rates. In short, an employer no longer pays the $400 to $1400 a month in healthcare premiums, $ 4800 to $ 14,400 annually, and the individual would deduct direct premiums paid not as a tax credit, but a deduction, which is 15% to 28% savings on a cost they previously had paid in full by employer.
The question is, once the employer has this obligation severed, will he make up in hourly pay the amount saved on abandoned health costs? Logic and greed dictate an employer will seek to save here as well. One need only look at the issue of illegal immigrants, employed to save not only on benefits, but on wages, to predict what unscrupulous employers solely concerned with their bottom line would do.
Freelance employment was geared for the established individual with an entrepreneurial spirit, and as a first step towards sole proprietorship. They work for themselves, establish their own hours, and market themselves to the highest bidder. These are not the qualities of “intent” maintained by a majority of today’s freelancers who are forced to choose this employment “in lieu” of a permanent position. It is a lifestyle very hard to adapt, like walking a tightrope without a net, and not recommended for those not articulate or established in their professions.