Example: A tenant submits a "task" but a system administrator (you or an employee) has to then create a work order from scratch, reassociate the work order back to the tenant task and then assign to a technician.

If you're a commission-based employee now and you're moving to a new commission based job in the same line of work, you'd likely be fine since you have the 2 year history of receiving commission income in your field.

If the two of us haven’t personally met you face-to-face, eyeball-to-eyeball, belly-to-belly, we will not loan to you (and we’ve never had employees representing us).We normally don’t give a damn about your deal.

In lead abatement, the insurance costs is astronomical, and only goes up if there are employees.

There isn't a question of employee vs. contractor. its a 1099.

(a) A landlord is liable to a tenant or a governmental body according to this subchapter if:(1) after the tenant or government official or employee makes a request for information under Section 92.201, the landlord does not provide the information; and(2) the landlord does not give the information to the tenant or government official or employee before the eighth day after the date the tenant, official, or employee gives the landlord written notice that the tenant, official, or employee may exercise remedies under this subchapter if the landlord does not comply with the request by the tenant, official, or employee for the information within seven days.

They both screen their employees well so I can circumvent background checks and most interviews.

It’s up to you to record your judgment, go find any money he has, or where he may work as an employee.  

Try the HR department to see if they will refer your property to their employees moving in.

That person is an independent contractor and not an employee.