By FlexMedStaff


Subscribe Now!
Please enable JavaScript in your browser to complete this form.
Enter your email if you would like to subscribe to the FlexMedStaff newsletter.

When contracting directly for locums-type work, facilities can choose to hire the practitioner as a W2 employee or 1099 independent contractor. Within the Professional Services Agreement (PSA), the two parties’ relationship will be more explicit. Will the practitioner be contracted as an employee, paid as a W2, or as an independent contractor, paid as a 1099?

W2 and 1099 are both tax forms received from the hiring party. Their meaning is significant for anyone looking to contract directly for locums-type work. These forms tell the states and federal authorities how the relationship between the two parties and how taxes must be dealt with. When contracting directly, you must recognize that W2 income is “post-tax” and 1099 income is “pre-tax.” As a W2 employee, taxes will be removed before the cash hits your bank account. The facility and you split the employment tax of 15.3% before the money is yours to spend. When you are paid as 1099, the money that hits your bank account is pre-tax dollars, and you are responsible for paying taxes quarterly or at the end of the year.

 Knowing these differences is essential for any practitioner negotiating a contract to do locums-work. How facilities plan to pay you should dictate how you will negotiate items related to providing services.

This article briefly discusses the main negotiating points for practitioners contracting with a facility as either a W2 employee or 1099 independent contractor.   

Negotiating for Pay:

In most instances, 1099 independent contractors should be paid better as the facility is not having to pay self-employment taxes or for benefits such as health insurance, workers compensation, disability insurance, or retirement funds.

Negotiating for Malpractice Insurance:

As a W2 employee, you will want to negotiate for the facility to provide malpractice insurance or include you on the facility policy. The facility may also offer to pay for your individual policy directly or stipend. If the facility does not offer malpractice insurance, then as a W2 practitioner, you would be responsible for paying for malpractice insurance with pos-tax dollars. As a 1099 independent contractor, the facility will usually not include you on its facility policy. Instead, you will want to negotiate for the facility to pay or reimburse for an individual malpractice policy. You could also negotiate for a malpractice stipend. Sometimes, the practitioner may not get malpractice insurance paid for or reimbursed as a 1099 independent contractor.

Negotiating for Travel Expenses:

As a W2 employee, you will want to negotiate for the facility to pay for all travel expenses upfront. This would include the facility paying upfront for lodging, rental car, and flights. The facility would not be able to reimburse for mileage if you contract as a W2 employee. You could negotiate for the facility to provide a travel stipend. If the facility chooses not to pay for travel expenses, the W2 practitioner must pay for these items with post-tax dollars. As a 1099 independent contractor, you must negotiate for the facility to pay for or reimburse travel expenses. You may also negotiate for a travel stipend. If all else fails, the 1099 practitioner can pay for travel expenses with pre-tax dollars.

Negotiating for Licensing Fees:

Whether you are contracted as a W2 employee or 1099 independent contractor, you should negotiate for the facility to pay for or reimburse for state medical licensing fees and DEA license. If the facility does not pay for these items, the W2 practitioner will have to pay for them with post-tax dollars, whereas the 1099 practitioner can pay for them with pre-tax dollars.

Negotiating for Benefits:

As a W2 employee, you might be able to negotiate for health insurance and a 401k matching program. Ensure that you define the number of hours or shifts per month required to obtain employee benefits such as these. 1099 independent contractors will not have access to these benefits and will be required to pay for health insurance and fund their own 401k with their pre-tax dollars.

Conclusion:

Facilities will contract with practitioners as W2 employees or 1099 independent contractors, which will have tax implications. All practitioners should understand the difference between W2 and 1099, so they can weigh the pros and cons of signing an agreement with a facility as an employee or independent contractor. This will help when it comes to negotiating with facilities.

This table summarizes how items should be dealt with in a W2 vs. 1099 contract. 

 W21099
IncomePost-taxPre-tax. Should be paid better than W2.
MalpracticeThe facility should provide or reimburse.Practitioner should have their own policy. Facility could reimburse.
Travel ExpensesFacility should pay for it. If not, the practitioner pays with post-tax $.Facility may pay for it or reimburse. If not, pay with post-tax $.
Licensing FeesFacility may pay for it. If not, practitioner pays with post-tax $.Facility could reimburse. If not, practitioner pays with pre-tax $.
Health InsuranceFacility may provide if part-time or full-time status. Otherwise its paid for with post-tax $.Practitioner pays for with pre-tax $.
401K MatchingMaybe offered if part-time or full-time statusFacility will not provide a 401k
MealsFacility may provide. Otherwise, its paid for with post-tax $.Facility may reimburse or pay stipend. If not, practitioner pay with pre-tax $.
CMEFacility may provide if part-time or full-time status.Facility will usually not pay for.
ParkingFacility should pay for.Facility may or may not pay for.

Subscribe Now!
Please enable JavaScript in your browser to complete this form.
Enter your email if you would like to subscribe to the FlexMedStaff newsletter.