Founding partner of Gibbs Law Group LLP, Eric Gibbs has been selected for the peer-reviewed list of Best Lawyers every year since 2012.
A large share of employment litigation concerns whether an employer has correctly “classified” its workers. The two distinctions between workers that matter most are:
Just because an employer has classified you a certain way or given you a certain job title does not mean that you are classified correctly as far as the state and federal governments are concerned. Read more to see if you may have a misclassification claim.
Independent Contractors vs. Employees
To qualify for the protection of federal (FLSA) or state labor law, an individual must be an “employee.” For this reason, companies will often classify workers as “independent contractors” so they can avoid federal requirements to pay overtime and federal minimum wage.
Under federal law, whether you have been correctly classified as an independent contractor hinges on how much “control” your employer has over where, when, and how you perform your work. The more control an employer exerts, the more likely someone should have been classified as an “employee.”
The misclassification rule is even more protective under California independent contractor law. In California, there are three different ways an independent contractor can prove they should have been classified as an “employee.” If the worker wins under any of the three, they are entitled to overtime pay, labor code penalties, and other benefits.
Exempt vs. Nonexempt Employees
Even if your employer classifies you as an “employee,” some employees are considered “exempt” from labor code protections, such as meal and rest breaks, overtime, expense reimbursement, and minimum wage. Employers may properly classify employees as “exempt” if they fall into one of the established exemptions, which include:
- Executive exemption
- Professional exemption
- Administrative exemption
- Outside sales exemption
- Computer exemption
Each exemption has its own requirements that, if not met, would mean that the employee has been misclassified. Follow the links to learn more, or speak to our employment attorneys.
Misclassified as an exempt employee or independent contractor?
Free consultation with an employment lawyer.
Featured Members of Our Employment Law Practice
An employment-law litigator with over 20 years’ experience, Steven Tindall is well-acquainted with navigating the ins-and-outs of employee misclassification lawsuits. His largest recovery in a single employment case is $29 million.
Prior to joining us at Gibbs Law Group LLP, Linda Lam worked at a national employment law firm, where she represented workers in lawsuits to recover unpaid wages and benefits.
Steve has prosecuted a variety of complex employment cases involving misclassification of independent contractors. He is fluent in English and Spanish.
Gibbs Law Group is a California-based law firm committed to protecting the rights of clients nationwide who have been harmed by corporate misconduct. We represent individuals, whistleblowers, employees, and small businesses across the U.S. against the world’s largest corporations. Our award-winning lawyers have achieved landmark recoveries and over a billion dollars for our clients in high-stakes class action and individual cases involving consumer protection, data breach, digital privacy, and federal and California employment lawsuits. Our attorneys have received numerous honors for their work, including “Top Plaintiff Lawyers in California,” “Top Class Action Attorneys Under 40,” “Consumer Protection MVP,” “Best Lawyers in America,” and “Top Cybersecurity/ Privacy Attorneys Under 40.”
Want to know if you're misclassified?
Contact us and we can help you figure it out. We can also evaluate how much you’re owed. Contact us for a free consultation.
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