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Download Now Idaho workers' compensation law defines the term independent contractor as any person who renders service for a specified recompense for a specified result, under the right to control, or actual control of his principal as to the result of his work only and not as to the means by which such result is accomplished (ID Code Sec. 72-102(17)).
In Idaho, a worker’s status as an employee or an independent contractor for purposes of workers' compensation coverage is determined based on four main criteria commonly referred to as “the right-to-control test.” The Idaho Supreme Court has repeatedly recognized that those cases where there is doubt about whether a worker is an independent contractor or employee are to be resolved in favor of finding the worker to be an employee. The four criteria include direct evidence of how the work is performed, the method of payment, the provision of tools and equipment, and the right to terminate the relationship without liability. For details, see
http://www.iic.idaho.gov.