California employers are required to provide regular meal and rest breaks for workers. But being clear with these California labor laws can be be a challenge.
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Topics: independent contractors, california labor laws, meal and rest breaks, employee lawsuits, california break laws, rest breaks
Employers look for ways to reduce their overhead and employee salaries are often a large portion of that. But cutting corners with employee classification can be costly.
It can be tempting for employers and businesses in California to take administrative shortcuts when changing employee's classification.
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Topics: independent contractors, overtime pay, employee classification, exempt employees, 1099-MISC
As with independent contractors and overtime exempt workers, employers must be diligent in complying with the factors that define a worker's status, even unpaid interns.
The US Department of Labor (DOL) has shelved its contested six-part test for intern status for interns working at for-profit companies. The short-lived test was replaced it with a more comprehensive set of factors taken directly from those established by the Second Circuit in 2015.
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Topics: independent contractors, HR compliance, employee lawsuits, exempt employees, dol fsla, unpaid internship
Determining the employment status of workers can be a process fraught with with risk. Being clear on a worker's status is a matter of being up to date on the law.
There is still some confusion on the part of employers and managers regarding the "rules" for classifying workers as either an independent contractor vs employee. Much of this has stemmed from government agency's shifting interpretation of the existing guidelines.
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Topics: independent contractors, HR compliance, employee classification, IRS, DOL, dol fsla
The Department of Labor has hired scores of new auditors solely to investigate misclassifications. State investigators are also placing more attention on employers. And more workers are challenging their classifications.
Employee classification has become increasingly risky for businesses in California and across the country. Incorrectly classifying employees as independent contractors is on the rise, but may represent a 'red flag' for many employers.
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Topics: independent contractors, overtime pay, employee classification, employee lawsuits, dol fsla, final rule