Bronson Lipsky has substantial experience fighting for employees who are misclassified as independent contractors. Employers to do this to avoid paying these workers overtime and providing them benefits.
Federal and state law has strict requirements as to who actually does qualify as an independent contractor. For example, if an employer controls that persons’ work (i.e., telling them when and how to work) that worker is likely an employee. But if a worker is more self-directed, such as freelancers and temps, those individuals are likely to be independent contractors. Bronson Lipsky attorneys carefully examine the facts of each case to determine whether a group of workers were misclassified. If they were, we go after those unscrupulous employers.