Independent Contractor Lawyer

Independent Contractor

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Talk to a Los Angeles Independent Contractor Lawyer. We offer a free evaluation and you pay no legal fees or costs unless we win.

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UELG Independent Contractor Lawyer

California’s Labor Code and related statutes, as well as the federal Fair Labor Standards Act (FLSA), safeguard minimum wage and overtime compensation for workers in California and the United States. However, these laws apply only in the context of an employer and an employee relationship. Legally, independent contractors are not employees, and the law interpreting classification of workers as independent contractors (versus employees) are complex. Generally, Independent Contractors are not protected by California and federal wage and hour laws.

Independent Contractors Lawyer

Does the business you work for consider you an Independent Contractor as opposed to an employee? Some employers mistakenly classify workers as independent contractors. Some employers intentionally misclassify employees as independent contractors so they do not have to comply with labor laws that apply to employees, which laws may include, for instance, pay, break and other requirements mandated by the California Labor Code or the federal Fair Labor Standards Act. If this is the case, and your employer has misclassified you as an independent contractor when under the law you should be classified as an employee, the business you work for may be depriving you of benefits you are owed as an employee under California and federal law. These benefits may include:

Talk to a Los Angeles Independent Contractor Lawyer today. We offer free evaluations, and you pay no fees or costs unless we win.

California and federal laws regarding a worker’s classification as an employee, or as an independent contractor, are extensive and complex, requiring a weighing of many facts that involve, in part, an analysis of the degree of the employer’s control. As these statutes are susceptible to interpretation, you need an experienced employment law attorney who will actively protect your rights. Attorneys at UELG Law Firm have extensive knowledge of employment laws and may be able to help you win your case. If you were unfairly designated as an independent contractor, and therefore deprived of, for instance, meal and rest breaks (which employees are entitled to under the law, but not independent contractors), and had to pay your expenses, your employer may be liable and you may be owed compensation. An attorney can help decipher the laws and review all facts to make the determination of worker classification. Relevant facts may include your performance, whether you have control over a project, the employer-contractor relationship's permanence, and the contractor's loss potential. These factors will help determine if you were misclassified as an independent contractor, when under the law you should have been classified as an employee. You deserve fair treatment, and UELG Law Firm can assist.

Talk To a Los Angeles Independent Contractor Lawyer Today.

If you believe the business you work for has misclassified you as an independent contractor or has otherwise violated your rights, you may be entitled to significant compensation. Call the experienced Independent Contractor Lawyer team at UELG Law Firm. Give us a call at (888)545-0013 or contact us for a FREE case evaluation.

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Navigating Independent Contractor Law

Many California and federal laws, including those involving Independent Contractor law, govern the legal rights, obligations, and working relationships of individuals classified as independent contractors and the businesses that hire them. These various laws encompass a wide range of legal aspects, including contract negotiations, dispute resolution, misclassification claims, and compliance with labor laws. Many persons prefer to work as independent contractors for a multitude of reasons, for example, because they can decide when, where and for whom they work, and their schedules can be more flexible than those of employees. While independent contractors are generally not afforded many protections that California and federal laws provide to persons classified as employees, the laws nevertheless protect many interests of independent contractors, including, for instance, the requirement of safe working conditions, and protection against discrimination and harassment. Independent Contractor law also plays a vital role in distinguishing between true independent contractors and employees, which is important because misclassification can have significant legal and financial implications for the misclassified individual and the employer.

What factors determine whether I am classified as an independent contractor or an employee?

Classification is based on several factors, including the degree of control the hiring party has over your work, your independence, whether you provide your own tools/equipment, the permanency of the working relationship, and whether you are in business for yourself. This is not a comprehensive list however, you should consult an employment attorney to review your potential case.

What legal protections do independent contractors have?

Independent contractors have legal protections, such as the right to a safe workplace and protection against discrimination and harassment. However, they do not have the same labor law protections as employees, such as minimum wage and overtime, among other things.

Can I negotiate the terms of an independent contractor agreement?

Yes, you can negotiate the terms of an independent contractor agreement. It’s essential to clarify payment terms, scope of work, deadlines, and other key provisions to ensure a fair and legally sound agreement.

What should I do if I believe I've been misclassified as an independent contractor?

If you believe you should be classified as an employee based on the nature of your work and the degree of control exercised by the hiring party, consult with an employment lawyer. They can help you explore your options, including filing a misclassification claim to seek the benefits and protections of an employee, if necessary.

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