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{"id":2711,"date":"2013-12-30T07:33:54","date_gmt":"2013-12-30T07:33:54","guid":{"rendered":"https:\/\/www.california-labor-law-attorney.com\/blog\/?p=83"},"modified":"2013-12-30T07:33:54","modified_gmt":"2013-12-30T07:33:54","slug":"independent-contractors-2","status":"publish","type":"post","link":"https:\/\/www.california-labor-law-attorney.com\/independent-contractors-2\/","title":{"rendered":"California Workers Misclassified as Independent Contractors"},"content":{"rendered":"

\"Three<\/p>\n

The IRS and the state of California are scrutinizing employers for improperly classifying employees as independent contractors. Typically, employers do this as a way of cutting costs; they can avoid payment of taxes, unemployment benefits, workers compensation benefits, overtime, etc.<\/p>\n

The IRS is especially concerned with this issue because with the current deficits in the government, the taxes that are being avoided would be a welcome find, not to mention the benefits that employees are missing out on.<\/p>\n

State and federal laws differ only slightly on how to determine if a worker can be classified as an employee or an independent contractor. The one thing that both state and federal can agree on is that an individual is considered an employee \u201cif the person contracting for the services has a right to control and direct both the results of the services and the means by which those results are achieved.\u201d<\/p>\n

The\u00a0IRS and Social Security Administration<\/a>\u00a0have developed a 20-factor test for determining the level of control held by the person contracting for the services. The factors focus on three primary components:<\/p>\n

\u2022 Behavior control \u2013 the right of the worker to control how a specific task is accomplished
\n\u2022 Financial control \u2013 the right of the worker to control the \u201cbusiness aspects\u201d of accomplishing a specific task
\n\u2022 Relationship of the parties \u2013 how the parties perceive their relationship<\/p>\n

California also has several tests including those found in the\u00a0California Labor Code and California Tax Code<\/a>. When enforcing wage and hour laws, the California\u00a0Division of Labor Standards Enforcement (DLSE)<\/a>\u00a0uses the \u201ceconomic realities\u201d test which, like federal law, focuses on the degree of control held by the person performing the services.<\/p>\n

Labor law is complex; if you have any questions regarding your employment it is recommended that you contact a\u00a0California labor law attorney<\/a>\u00a0who can help you understand your rights and in many cases will review your situation without charge.<\/p>\n

\n

Photo Credit: Shutterstock\/michaeljung<\/p>\n","protected":false},"excerpt":{"rendered":"

The IRS and the state of California are scrutinizing employers for improperly classifying employees as independent contractors. Typically, employers do […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[930],"tags":[],"class_list":["post-2711","post","type-post","status-publish","format-standard","hentry","category-independent-contractors"],"acf":[],"yoast_head":"\nIndependent Contractors are often Misclassified in California<\/title>\n<meta name=\"description\" content=\"It's very likely that if you are independant contractor you are owed substantial sums of money. Free consultation with a California. 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