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.