Our attorneys have filed an employment class action complaint against ADT, the security alarm company, alleging that ADT misclassified many California service technicians as independent contractors when they should legally be employees. If properly classified, these ADT service technicians would be entitled to a guaranteed California minimum wage and California overtime rates, among other things. If ADT intentionally misclassified its service techs to avoid paying these rates, the alarm company faces up to $25,000 per technician under California independent contractor law.
You may be entitled to collect misclassification penalties up to $25,000 per technician. Contact us for a free consultation.
Allegations from the ADT Employment Lawsuit’s Complaint
According to the ADT technician lawsuit complaint, ADT contracts with technicians or smaller alarm service companies to provide ADT customers with installation, maintenance, and repair services. According to the complaint, ADT classifies these individuals and smaller companies as “independent contractors,” even though they perform the same work as full-time ADT employees.
Who May Be Included in the 2018 ADT Employment Lawsuit?
If you or your company contracted with ADT to provide service technician services in California, you or your company may be included or affected by the ADT employment class action. You may want to contact one of our California employment attorneys.
ADT’s Burden Under California Employment Law
Under California labor law, there is a presumption that workers are employees, and the burden is on the hiring company, such as ADT, to prove to a court that its workers are properly classified as independent contractors. The lawsuit we filed on behalf of ADT service technicians contends that ADT cannot meet this burden, and so all California workers who service residential alarm systems for ADT should be considered ADT employees, regardless of whether ADT currently classifies them as independent contractors.
Did ADT Require You To:
- Be available between certain hours in the day?
- Be “on call” without pay?
- Work overtime or on the weekends?
- Perform every job assigned to you?
- Attend training sessions and work meetings?
- Wear a uniform?
If so, you may have a California employment-law claim against ADT.
Our California Employment Lawyers
Our California Employment Practice
Free consultation with an employment lawyer
You may be owed substantial compensation if ADT violated California employment law.
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