At Rise Law Firm, our employment misclassification attorneys in Long Beach understand the employment relationship has changed significantly over the past decade.
The rise of the gig economy and shifting expectations regarding who is deemed an employee and who is an independent contractor significantly changes the way each receives benefits and compensation.
In 2019, California passed Assembly Bill 5 making it illegal to misclassify an employee to avoid paying benefits or wages. Except in limited circumstances, the law significantly curtails the ability of employers to classify workers as independent contractors instead of employees.
Unfortunately, laws do not always stop employers from operating illegally.
If you are not receiving the benefits and/or compensation you are entitled to because of illegal misclassification, contact our skilled employment law attorneys in Long Beach today to schedule a free consultation.
Businesses often intentionally misclassify employees to avoid paying minimum wage, expense reimbursements, benefits, rest breaks, and other benefits afforded to employees under California law.
When an employer can classify their workforce — fully, partially, or even just one person — as independent contractors, instead of employees, they also do not have access to employer healthcare plans, retirement benefits, or workers’ compensation.
Misclassification of employees typically only benefits the employer, which is why it was officially made an illegal workplace practice.
Under this new law, workers must be classified as employees unless the company can prove the worker is:
There are exceptions to the misclassification rule, as dozens of professions are exempt from the law, including attorneys, real estate agents, and insurance agents, to name a few.
At Rise Law Firm, our Long Beach misclassification attorneys provide sophisticated contingency representation for high-level employees across all private and public industries, sectors, and professions, so our clients are paid the rightful benefits and/or wages they are entitled to.
In California, misclassifying an employee is illegal. Unfortunately, it is more than that. It is also a way to take advantage of a worker’s skillset without fully compensating them for their talent.
Do not allow your employer to take advantage of you.
If you believe you are being misclassified as an independent contractor, when you are an actual employee, contact our skilled Los Angeles County employment law attorneys to review your case.
Our goal is to secure the compensation you are entitled to, which may include:
You deserve to be paid in full for the work you do, and for any work you did during the misclassification period. Rise Law Firm can help you hold the employer accountable for the financial compensation you deserve, starting with a free consultation.
California’s overtime and other wage and hour laws do not apply to independent contractors.
That means the protections regarding overtime pay, minimum wage laws, and meal and rest breaks only apply to employees.
This distinction is important because independent contractors lose many of the employment rights the moment they are misclassified by the employer.
It is illegal for non-exempt employers in California to declare someone an independent contractor to avoid paying the benefits and wages they would be entitled to as an employee.
A hired worker must meet the legal definition of an independent contractor, or he or she is an employee who is fully protected by our California labor laws.
If you believe your employer has or is misclassifying your employment, contact our skilled employment law attorneys in Long Beach today to learn more about your legal rights and options to pursue the financial compensation you are owed.
At Rise Law Firm, we have represented employees at all levels of employment, from CEOs to minimum wage workers, and everyone in between to successfully determine that a worker was misclassified.
These cases often require extensive investigative resources to collect the evidence we need to prove that the worker was wrongly classified before properly calculating the lost income and benefits that the worker incurred.
At Rise Law Firm, our employment misclassification attorneys in Long Beach have vast experience in uncovering the facts of the cases and negotiating the details, so our clients have the best opportunity to pursue the financial outcome they deserve.
We take Los Angeles misclassification cases on a contingency fee basis, which means until we successfully secure the compensation our clients are entitled to, they do not pay our legal fees.
No. It is unlawful for a California employer to retaliate against an employee for exercising their rights under California labor laws.
If you have been demoted, reassigned, or dismissed in retaliation for filing a misclassification complaint, your employer may also be pursued for wrongful termination damages.
Our experienced employment misclassification attorneys in Long Beach will outline your case and customize our legal strategy to suit your unique needs and pursue the financial outcome you deserve.
If you believe you are being misclassified by your employer, or have a wage and hour complaint of a different nature, contact our skilled employment law attorneys at Rise Law Firm today by calling (310) 728-6588 to schedule a free consultation or contact us online.