Which factor most strongly supports classifying a worker as an independent contractor rather than an employee?

In Canadian employment law, the distinction between an employee and an independent contractor is determined by the "control test" and the "economic reality test" (e.g., the Sagaz or Wiebe Door tests). A worker who dictates how, when, and where the work is performed, and who assumes a meaningful chance of profit and risk of loss, is typically classified as an independent contractor. Employees, conversely, are subject to the employer's control and do not bear personal financial risk for the business's operations.

A. An internal job title implies integration into the company's hierarchy, which suggests an employer-employee relationship rather than independence.

B. Attending occasional meetings is a standard communication practice for both employees and contractors; it does not definitively determine employment status.

D. Using email is a universal communication method in modern business and has no bearing on the legal classification of a worker's employment status.

1. Supreme Court of Canada, 671122 Ontario Ltd. v. Sagaz Industries Canada Inc., 2001 SCC 59, paras 47-48.

2. Marston, D. L. (2019). Law for Professional Engineers: Canadian and Global Insights (5th ed.). McGraw-Hill Ryerson. Chapter 30: Employment Law, pp. 345-347.