MOST California employees either wait too long to contact an attorney. Or, they never do at all. The consequences can be expensive.
OVERWORKED WAREHOUSE WORKER – A 35-year old warehouse worker in central California works so much that he us unable to take his regular scheduled breaks. He has missed work breaks for years. One day, he complains to his boss. The next day he is fired.
PREGNANT SECRETARY – A 30-year old secretary in Southern California is excited about being 3-months pregnant. One day, she comes into work, sits her boss down, and tell him that she is pregnant. The next day she is fired.
UNDERPAID RESTAURANT DISHWASHER – A 40-year old dishwasher at an upscale restaurant in San Fransisco is constantly working overtime. Some weeks he will work as many as 20 hours of overtime…20! He’s a great employee, and his bosses love him, but they never pay him overtime. One day, just like the Warehouse Worker, he complains about this…The next day he is fired.
While none of these three people know each other, they may all share one thing in common.
They may have been all fired unfairly.
And… they my be owed money.
In the case of the Warehouse Worker, it’s very likely his employer engaged in what’s called a Wage and Hour Violation by not allowing him to take breaks. With the Pregnant Secretary, she may be owed money because she was fired due to her pregnancy. With our Dishwasher, he may be owed all of that overtime money the restaurant did not pay him.
WERE YOU RECENTLY FIRED? Do you know your employee rights? You’re not alone. Most Californians employees do not know that wrongfully terminated employees may be owed money.
WHAT’S THE GOOD NEWS? The good news is that there is an easy way for Warehouse Workers, Secretaries, Dishwashers, and most every California employee to learn their rights. If you have been wrongfully terminated, fired, or quit, and think you may have a case, feel free to call 888-739-3092 for a FREE CONSULT!
A case came before the California Supreme Court. It centered on the drivers for a California-based delivery company. Some of their job requirements involved wearing corporate uniforms, putting corporate logos on their vehicles, paying for vehicle maintenance, gas, and other job-related expenses out of their own pockets. They were, per their employer, “contract” or “gig” workers. Not employees.
The drivers contended that their work fell under full-time employee classification, and should not fall under independent contractor classification.
The case moved through the courts, and ultimately wound up in San Francisco, at the California Supreme Court.
Ultimately, in an 85-page ruling, the seven justices decided that California workers can only be classified as independent contractors by a company if they can show that the worker controls their own work, that their duties go beyond what the business normally engages in, and when the same worker “is customarily engaged in an independently established trade, occupation, or business of the same nature as the work performed for the hiring entity.”
WHO MIGHT THIS AFFECT?
Well, first, it could greatly impact any California employer that has used, “we’re unique, and the normal rules don’t apply to us” as an excuse. That may not be a viable rationale anymore. What’s yet to be seen, and could be a real threat to an entire investment model, is how this may affect entire Gig Economy business models.
More importantly, it could greatly affect California employee rights and have a wide-ranging impact on all contract employees in California. Why? Because it may require employers to provide benefit and a minimum wage for gig workers
Our employee advocates certainly will.