What are the key factors determining independent contractor status?

The correct choice highlights essential elements that are considered when classifying a worker as an independent contractor rather than an employee. The employer's degree of control is pivotal because independent contractors typically maintain significant independence in how they perform their work. This means they are not closely supervised or directed by the employer in their day-to-day tasks, which is a core differentiator from employees who are subject to higher levels of control.

Additionally, the nature of the relationship between the parties impacts the classification. Factors such as written contracts, duration of the relationship, and the extent to which the services provided are integral to the employer's business operations all contribute to this determination. If a contractor's work is essential to the business, it may lean more towards an employer-employee relationship.

The method of compensation also matters; independent contractors often receive payment on a project basis rather than a regular salary or hourly wage. This further supports their classification as separate from traditional employment.

While the other choices include factors that can be relevant in different contexts, such as an employee's qualifications or aspects related to job specifics, they do not capture the critical legal factors that are most significant in determining independent contractor status. Therefore, the key factors focus on the control, relationship, and compensation dynamics, which are fundamental