Independent Contractor Misclassification
Independent Contractor Misclassification Attorneys in Georgia: Your Rights Under the Fair Labor Standards Act
The Fair Labor Standards Act (FLSA) is a federal law designed to safeguard workers’ rights and ensure fair compensation. A crucial aspect of the FLSA that every employee should be aware of is the classification of workers as either employees or independent contractors. Misclassification can significantly impact your rights to compensation for your hard work. In this blog post, we will explore independent contractor misclassification under the Fair Labor Standards Act and how employers may use misclassification to deny working people wages they have earned.
Understanding Independent Contractor Misclassification
Factors Considered for Classification
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1. Control over Work:If your employer controls how, when, and where you work, you may be more appropriately classified as an employee.
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2. Economic Dependence:If your livelihood depends mainly on your employer, you’re more likely an employee.
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3. Tools and Equipment:Independent contractors often provide their tools and equipment, while employees usually use tools and equipment provided by the employer.
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4. Training and Integration:Employees typically receive training and are integrated into the employer’s business, whereas independent contractors often have specialized skills and work independently.
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5. Opportunity for Profit and Loss:If you are paid based on how much work you do, or you are paid the same amount every week, you are more likely an employee; if you have a genuine opportunity to increase or decrease your profits by making your own business decisions, then you may be an independent contractor.
Misclassification May Be Costing You Proper Compensation For Your Hard Work
If you are misclassified as an independent contractor when you should be an employee, there can be significant consequences. One of the biggest is Unpaid Overtime Wages. Many independent contractors and gig workers work long hours.
If you work more than 40 hours per week and you have been misclassified as an independent contractor, you may be entitled to unpaid overtime wages. The FLSA requires that most employees be paid 1.5 times their regular hourly rate when they work over 40 hours per week. But when employees are misclassified as independent contractors, their employers usually don’t pay them overtime wages, even when they work overtime hours. In fact, one of the main reasons employers may misclassify their employees as independent contractors is to avoid paying them overtime.
What Should You Do if You Think You May be Misclassified?
Understand Your Rights
Whether you are properly classified depends on the reality of your relationship with your employer, not on any contact you may have signed with them. Even if you signed an “Independent Contractor” agreement, you still have rights under the FLSA if you are misclassified.
Seek Legal Advice
If you suspect misclassification, consult with an employee rights attorney to understand your legal options. At LAW, we have represented many people whose overtime rights have been violated, including people who were misclassified as independent contractors.
Keep Records
Maintain records of your work arrangements, the hours you work each day, pay stubs, and any communication related to your employment status.
