How to perform a background check on your Boston roofer

How to perform a background check on your Boston roofer

Installing a new roof over your Boston home requires a large financial investment and a partial sacrifice of your privacy.

Because your roofing contractor will spend a great deal of time in your home and will be conducting a project that can affect the safety of you and your family, it's crucial that you conduct a background check to ensure that this Boston contractor is someone you can trust. When researching the trustworthiness of your Boston roofing contractor, it's important to first know where to look.

You can often conduct a background check by consulting the contractor personally. Your contractor should be able to provide you with proof of licensing, workers' compensation and liability insurance before starting the project. The license number that your contractor provides can be verified by contacting the official license board of Massachusetts.

Although asking the contractor upfront for these documents is an effective measure, you will want to verify the veracity of the documents by contacting the Boston Chamber of Commerce. The roofing contractor you are considering should be listed in the Chamber of Commerce directory, and should preferably have been a member for at least five years.

After consulting the Chamber of Commerce, you should also find out the contact information for the contractor's supplier to weight their opinion of working with this roofing contractor. A roofing contractor that has a negative relationship with his or her supplier is usually a bad sign.

Finally, you will want to avoid hiring a subcontractor to complete the job, and choose a worker that is an employee instead. The difference between the two is that hiring a worker who is an employee means that you are responsible for withholding and paying the employment-related taxes, whereas a subcontractor is responsible for his or her own records and self-employment taxes.

According to the Internal Revenue Service (IRS), you can determine whether or not a worker is an employee or a contractor by determining how much control you have over how the work is done, how to pay for the job, and written contracts involved in the job.


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