Chair Rent, Control, and a Minor Client

The facts point strongly toward employee status, not independent contractor. The owner controls her schedule, prices, meetings, and supplies, and keeps a majority of revenue, which indicates behavioral and financial control. A contract label does not determine classification; the actual working relationship does. Misclassification can affect taxes, workers' compensation, unemployment insurance, and liability. The stylist should not rely on the owner's label and should consult a state labor agency, accountant, or attorney before filing taxes or claiming deductions as if she were self-employed.

Display the licence as the supplied salon policy requires, while separately checking current DC requirements, and keep it current. On deductions, the classification question comes first: an employee generally cannot deduct tools and mileage as business expenses the way a self-employed worker can. If she is ultimately determined to be an independent contractor, she should keep contemporaneous records of expenses and mileage. She should also confirm in writing who carries liability insurance and who is responsible for sanitation supplies and client records.

No. The supplied salon policy requires documented parental consent for chemical services on minors, and a double-process blonde is a high-risk chemical service. The teen's statement that her mother "doesn't care" is not consent. Verify the client's age, contact the parent or guardian, and obtain a signed consent form before any chemical service. If the parent cannot be reached, reschedule. Document the attempted contact and the decision. Proceeding without consent breaches the stated salon policy and can create safety and liability concerns, regardless of how the client presents the situation.