To avoid overtime, taxes, and insurance obligations, unscrupulous employers are known to misclassify their employees as “independent contractors.” The practice is illegal. Misclassification hurts not only the worker, but requires legitimate California businesses to carry the tax and workers compensation burden of cheating employers. California is strengthening its laws to combat misclassification and the “underground” economy.
The State of California has modernized and increased penalties that may be assessed against contractors who violate wage and hour laws on public works. The State has passed a new law, signed by Governor Jerry Brown, increasing the penalties against contractors who violate California’s Prevailing Wage Law.
Wrongful termination is a popular topic when so many workers are losing their jobs, forced to look for new work and having to change careers. Under “at-will” employment laws, it is within the rights of both the employee and employer to terminate employment at any time without cause. However, there are exceptions to these employment laws and if your termination violated one of these exceptions the termination may be “wrongful” and compensable under the law.
While contractors often use creative ways to calculate the proper prevailing wage rates for public work projects, California law is clear. Calculation of wages due is covered by Labor Code §1774 which requires payment of not less than the “specified prevailing rates of wages” for all hours worked. The specified […]
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