Labor/Employment
Feb. 10, 2007
Not So Independent
EMPLOYMENT COLUMN - By John A. Vogt - Your client's workers may look and act like independent contractors, but a recent case says they may be employees. The consequences for employers could be enormous.
By John A. Vogt
The practice of using independent-contract workers can have huge advantages to California businesses. Employers generally do not pay employment taxes, minimum wage or overtime for their contractors. Nor do businesses have to comply with other wage-and-hour law requirements (such as providing meal periods and rest breaks) or workers' compensation for their contract workers.
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