When is it Proper to Classify Delivery Drivers as Independent Contractors?

When is it Proper to Classify Delivery Drivers as Independent Contractors?

This is another post written in a Q & A format and is intended to help California delivery drivers to determine whether they are improperly classified as independent contractors. In one of our prior posts, we discussed how the legal distinction between independent contractors and employees can be an important  one when it comes to determining workers’ rights. For example, under California labor laws, employees are entitled to various wage-and-hour benefits (i.e. overtime meal break premiums),  anti-discrimination and retaliation protections. However, the California Labor Code does not provide the same protections to independent contractors.

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Beaumont-Jacques v. Farmers Group: District Manager was Properly Classified as an Independent Contractor

Beaumont-Jacques v. Farmers Group: District Manager was Properly Classified as an Independent Contractor

In the past, I have written a few posts about the dangers associated with misclassifying workers’ as independent contractors instead of employees. Misclassification usually exposes an employer to various types of liabilities, including claims for unpaid overtime, wrongful termination, unemployment benefits, and other California and federal employment law violations. In a typical misclassification case, employees are likely to contend that they were misclassified as independent contractors, and as a result, denied various benefits and protections under the Labor Code and/or Fair Standards Labor Act.  

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