It depends. Independent contractors are not eligible for workmans comp; however, some employers will classify a worker as an independent contractor when in fact the worker in question more readily fits the definition of a basic employee.
If a worker is designated as an independent contractor but is substantially "controlled" in the conduct of work duties, then the worker is an employee.
What are control issues? Basically, control issues involve a person's work schedule, whether or not they are trained for job tasks by the employer, and whether or not the performance of their job duties is largely dependent on resources made available by the employer.
In other words, if the individual is largely dependent on the employer in order for work duties to be accomplished, the individual is probably an employee...even if on paper they are designated as an indepependent contractor. Employees, of course, may file for worker's compensation.
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