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California's Independent Contractor Classification 'ABC' Test Overhaul: How to Re-Classify Workers to Minimize Legal Risks in Light of New State Supreme Court Ruling - On-Demand

CA Independent Contractor Classification Test Overhauled: Re-Classify Workers to Minimize Legal Risks After New Court Ruling - On-Demand

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California’s Independent Contractor Classification ‘ABC’ Test Overhaul: How to Re-Classify Workers to Minimize Legal Risks in Light of New State Supreme Court Ruling - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn how to evaluate whether your independent contractors should be re-classified as employees to comply with the California Supreme Court ruling in Dynamex Operations West Inc. v. Superior Court of Los Angeles County.



California’s Supreme Court has issued a new ruling on independent contractor misclassifications that’s likely to have a major impact on employers with operations in the state. Many businesses, such as those with gig-economy business models such as ride-share services like Uber and Lyft, will likely need to re-classify their contractors as employees. And, employment experts are predicting this could have far-reaching consequences for nearly every employment sector in California.

A Princeton University study showed that an estimated 12.5 million—or nearly 9 percent of the U.S. workforce—are classified as independent contractors, the Los Angeles Times reported. And, with California maintaining a healthy chunk of the U.S workforce, the pressure is on businesses with operations in the state to ensure proper employment classifications going forward.

Businesses that fail to correct independent contractor misclassifications could be on the hook for substantial, and potentially financially devastating, legal liability in the form of back pay, overtime compensation, and payroll tax and other penalties.

So, what should you do right now to minimize your legal risk? Attend our all-new on-demand webinar when California-based employment attorney Danielle Garcia will explain the steps to take immediately to audit your current workers’ status to determine who needs to be re-classified as your employee(s) and the practical steps to take during the re-classification process to minimize your legal risks.

You’ll learn:

  • The step-by-step analysis (“ABC test”) that California courts will now use to determine if a worker is a contractor or an employee
  • Tell-tale signs that you’re going to need to re-classify one or more independent contractors
  • The most likely industries and types of jobs impacted by the California Supreme Court’s new ruling in Dynamex Operations West Inc. v. Superior Court of Los Angeles County on independent contractor misclassification
  • How to go about converting contractors over to your payroll as full- or part-time employees
  • The legal risks you could face if you aren’t careful with how you communicate classification changes to affected workers
  • And more!

About Your Presenter:

Danielle C. Garcia, Esq.Danielle C. Garcia, Esq.
Associate
Sheppard Mullin

Danielle C. Garcia is an associate in the Labor and Employment Practice Group in Sheppard Mullin’s San Diego office. Ms. Garcia's practice focuses on representing clients in all aspects of labor and employment law, including traditional labor relations management, harassment, and discrimination. She has substantial experience advising employers on the complexities of federal and state leave laws.

Ms. Garcia also devotes a considerable amount of her practice to counseling employers to avoid costly litigation. She educates executives, human resource teams, and other corporate groups on how to fairly and effectively manage their workforces through things like: 

  • Creating and implementing employee handbooks and policies; 
  • Providing advice regarding hiring, performance evaluation, documentation, and discharge decisions; 
  • Managing leave issues and developing strategies to prevent leave abuse; 
  • Auditing for compliance with various wage-and-hour laws; and 
  • Training HR and management. 


Prior to her legal career, Ms. Garcia worked as a human resources generalist and shift supervisor for a food manufacturing facility, where she managed complex employee leave issues and all other areas of personnel management.

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