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action or later. Please see Debugging in WordPress for more information. (This message was added in version 6.7.0.) in /home5/californ/california-labor-law-attorney.com/wp-includes/functions.php on line 6114Top Three Factors to Determine Employee v. Independent Contractor<\/strong><\/p>\n <\/p>\n Under the California labor law<\/span><\/a> what determines whether a worker is an independent contractor or an employee depends on several different things, all of which must be well thought-out, but none of which is a sole determinant.<\/p>\n Among many factors are these three important considerations:<\/strong><\/p>\n Generally, California labor law dictates that the more control an employer has over a worker’s day-to-day responsibilities, the more likely the worker is an employee. The less control an employer has over a worker’s day-to-day responsibilities, the more likely the worker is an independent contractor.<\/p>\n What is the impact of a misclassification of workers?<\/strong><\/p>\n Whether the misclassification of workers by employers is deliberate or not deliberate, the consequence to the employer is the same. California labor law imposes costly penalties on employers who have improperly classified an employee as an independent contractor. Depending on the circumstances, an employer may also be liable for other damages under applicable laws, such as a judgment for wages owed, payroll taxes or medical expenses for a worker who has been injured on the job. California labor laws as well as federal labor laws <\/span><\/a>are strict when it comes to allowing for independent contractor status.<\/p>\n Misclassification of independent contractors prevents workers from enjoying the benefits and protections afforded employees under many of today’s California labor laws, including minimum wage and overtime, meal and rest periods, workers’ compensation, unemployment and disability insurance benefits and anti-discrimination laws. Talk to a California-labor-laws-attorneys.com<\/span><\/a> Lawyer when you are ready we will work for free until we win.<\/p>\n Photo Credit: Shutterstock\/g-stockstudio<\/p>\n","protected":false},"excerpt":{"rendered":" Top Three Factors to Determine Employee v. Independent Contractor Under the California labor law what determines whether a worker is an independent […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[49,596,272],"tags":[],"class_list":["post-2120","post","type-post","status-publish","format-standard","hentry","category-independent-contractor","category-new-employment-laws","category-reimbursable-expenses"],"acf":[],"yoast_head":"\n\n
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