Independant Contractors Rights
Being labeled an independent contractor doesn’t always mean you are one — and the difference matters far more than most workers realize. When companies misclassify employees as independent contractors, they shift the financial burden onto workers while stripping away overtime pay, benefits, expense reimbursements, and other protections that come with being an employee. At Centurion, our independent contractor rights attorneys are dedicated to fighting for workers who may have been misclassified and helping them recover what they may be owed. If you’ve been doing the work of an employee but treated as a contractor, contact us today for a confidential consultation.
Independent Contractors Rights
California law recognizes important differences between employees and independent contractors, but independent contractors still have enforceable rights. Unlike employees, independent contractors generally control how their work is performed and are paid by the job rather than by the hour. Even so, independent contractors in California are entitled to protections such as timely payment, freedom from unlawful retaliation, protection against discrimination and harassment, and the right to be paid according to the terms of their contract. Companies cannot use independent contractor status as a license to cheat workers or ignore basic legal obligations. The problem is that many workers labeled as “contractors” are not contractors at all. Misclassifying employees as independent contractors is the most common and costly violation, and it often strips workers of wages, benefits, and protections they were legally entitled to receive.
Misclassified Workers (Independent Contractors)
California law strictly limits when a worker may be classified as an independent contractor. Misclassification occurs when an employer labels you a “contractor” even though you function like an employee. This is often done to avoid paying minimum wage, overtime, meal and rest breaks, payroll taxes, workers’ compensation, and other legal obligations. Dishonest employers might call you a contractor when you are really an employee. When this happens, the financial risk is shifted onto you, including unpaid wages, tax problems, and loss of workplace protections. Labels do not control the analysis; California law looks at the reality of the working relationship. Attorney Ryan’s team protects workers who were misclassified as independent contractors and left holding the bag.