Southern California Employment Law
Protection Law Group
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Employment, Class Action
and Trial Lawyers
Employment, Class Action
and Trial Lawyers
Maintenance Workers
At Protection Law Group, our seasoned
Employment Misclassification Attorneys strive
diligently to obtain compensation for individuals
whose employment categorization has been
wrongfully misclassified. Our knowledgeable
Southern California Employment
Misclassification Lawyers are vigorous
Employee Rights advocates, and will fight
zealously to preserve and protect your rights.
Should you have reason to believe that your
employer has improperly misclassified your
employment status, please contact Protection
Law Group for a free consultation with one of
our highly proficient Southern California
Employment Misclassification Attorneys. We will
meet with you to thoroughly review your
employment duties and the manner in which
you perform your work, and give you an honest
legal analysis of your employment status.
Conveniently located in El Segundo, our
Employment Misclassification Lawyers represent
clients who live and work throughout Southern
California. Dedicated to providing personalized
legal counsel and representation, if you are
unable to come to us, we will come to you!
Employee Misclassification Attorneys
in Southern California
At Protection Law Group, our seasoned
Employment Misclassification Attorneys strive
diligently to obtain compensation for individuals
who have been misclassified by their employer
as independent contractors or exempt
employees. Under California Law, employees are
classified as either exempt (those who are
salaried) or non-exempt (those who are hourly
wage earners). This designation is crucial, as it
determines not only how an employee is
compensated for the work that they perform,
but also their rights regarding meal and rest
breaks.
Numerous factors are utilized to determine an
employee’s proper classification. Salaried
(exempt) employees are typically those who hold
Executive or Administrative positions, or are
licensed professionals such as teachers.
Additionally, salaried employees are generally
expected to:
•
Exercise their own judgment with respect to
how they carry out their work-related duties
•
Make decisions regarding who to hire,
promote or terminate
•
Hold positions that require specialized
knowledge and experience
Many employers will wrongly classify workers as
salaried employees when, in fact, they should
rightfully be classified as hourly wage earners.
This is a common practice, because it is in the
employer’s best financial interests to do so,
especially where overtime is concerned.
As a result, it’s not uncommon for employers to
hire individuals who should be classified as
hourly wage earners, yet bestow exempt status
upon therm. This practice is in direct violation of
State & Federal law, and employers who
misclassify non-exempt employees as salaried
are not only subject to fines, but will also be
required to properly compensate wage earners
for all overtime hours.
Southern California Independent
Contractor Misclassification Lawyers
How a worker’s employment status is classified
has a direct impact on the employee’s rights as
well as the employer’s duties to their employees.
Due to the numerous financial benefits for
employers, it is not uncommon to hire and
classify workers as independent contractors
when, rightfully, they should be classified as
employees.
By classifying a worker as an independent
contractor, employers are able to avoid paying
State & Federal payroll taxes, are exempt from
carrying workers compensation insurance on the
worker’s behalf, can deny the worker the right to
receive employee benefits, and do not have to
pay into unemployment, Social Security or
Medicare on the worker’s behalf. As a result,
workers who have been misclassified as
independent contractors are vulnerable and
often face undue financial strain should they
become ill, get laid off, be injured while on the
job, or retire.
To determine whether or not an individual has
been misclassified as an independent
contractor, several factors are taken into
consideration. These include a worker’s control
over how and where they perform their work,
the hours that they work, and their ability to
accept or turn down projects. True independent
contractors are not required to report directly to
a boss, they may work for more than one
company at a time, and purchase their own
supplies.
If a worker has been misclassified as an
independent contractor, employers may be
forced to pay for the following back to the date
of hire:
•
Back Wages including Overtime
•
Reimbursement for the Cost of Health Care
•
Monies equal to the amount they lost in
Benefits Provided to Other Employees
•
Workers Compensation
•
Disability Coverage
•
Unemployment Insurance
•
Social Security & Medicare Employer
Contributions
Even if you signed an employee waiver and
agreed to accept Independent Contractor status,
your employer can still be held liable for the
preceding because proper classification cannot
be voluntarily altered or waived. This is to
provide greater protection for workers.
Contact Southern California
Employment Misclassification
Attorneys
If you have reason to believe that your employer
has misclassified your work status, please
contact Protection Law Group today to schedule
an appointment for a free, in-depth personal
consultation with one of our leading
Employment Misclassification Lawyers. Call (844)
294-3095 to speak directly to an attorney who
will fight to protect your rights!
Helping clients throughout Southern California
for more than 35 years collectively, the
Employment Misclassification Attorneys at
Protection Law Group will ensure that you obtain
the compensation to which you are entitled. Call
today to learn how our skilled negotiators and
litigators can put their knowledge and
experience to work for you.
We serve clients throughout California including
those in the following localities: Los Angeles County
including Burbank, Carson, Downey, El Monte, El
Segundo, Glendale, Inglewood, Lancaster, Los Angeles,
Santa Clarita, Torrance, Van Nuys, and West Covina;
Orange County including Anaheim, Huntington Beach,
Santa Ana, and Tustin; Riverside County including
Corona, Moreno Valley, and Riverside; San Bernardino
County including Fontana, Ontario, Rancho Cucamonga,
and San Bernardino; and San Diego County including
Chula Vista and San Diego.
Disclaimer:
The information contained herein is for information purposes
only and should not be construed as legal advice. You should
not act or fail to act based on the information on this website.
The content contains general information only, and may not
reflect recent changes to the law. All cases differ – please
contact an attorney in your area to get legal advice as it pertains
to your case.
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136 Main Street, Suite A
El Segundo, CA 90245
Phone: (844) 294 - 3095
Fax: (866) 264 - 7880