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Under this law, Illinois employers must collect a completed W-9 form from all new independent contractors within 20 days of their hire date. This information must then be submitted on the Illinois Department of Employment Security's (IDES) New Hire Reporting Form, either by mail, fax, or online.

After the form and prevailing wage information is submitted successfully, it would take around 2 – 3 weeks before the application is either approved or declined. If the application is declined, the employer/company will be guided about the reason by the DOL.

Congress exempted certain employees from the minimum wage provisions, for example: executives, administrators, professionals, and outside salespersons. It is likely that Congress believed that these employees had a higher level of bargaining power and were not as vulnerable to overreaching by their employers.

Per federal law all subcontractors are required to register with IDOT in order to be eligible to work for a prime contractor on state let projects. Subcontractors can register online via the Subcontract Registration Form. The registration form requires minimal information and can be completed in minutes.

If and when a construction accident happens on a New York construction site due to the negligence of a subcontractor, the general contractor can be held liable for the resulting injuries and deaths.

Ing to Illinois law, the GC must provide: “…a statement in writing, under oath or verified by affidavit, of the names and addresses of all parties furnishing labor, services, material, fixtures, apparatus or machinery, forms or form work and of the amounts due or to become due to each.”

In California, contractors are generally liable for damage caused by their work, including subcontractors they hire.

Ultimately, subcontractors are responsible for their own mistakes, holding what's called direct liability. However, a prime contractor may be held vicariously liable for the subcontractor's work if it results in third-party claims, such as when the subcontractor does not have adequate coverage for said claims.

First, an employer may be liable for an independent contractor's misconduct if the employer was negligent in selecting or retaining the independent contractor. Second, an employer may be liable if the tasks assigned to an independent contractor are non-delegable.