Oftentimes, employers will avoid paying overtime by improperly designating certain employees as “independent contractors.” But it's not that simple. Many factors determine whether or not you're an independent contractor.
A true independent contractor will set their own work schedule, buy the tools and equipment necessary for their job, and they will contract to work with more than one employer. You could be entitled to overtime pay and other compensation if you've experienced any of the following:
- Your employer determines your job duties
- Your employer requires you to work at specified times and/or places
- Your employer has to authorize the number of hours you work or when you begin or finish work
- Your employer requires that you work only for that particular employer
- Your employer provides the tools and equipment you need to do your job
If you've been classified as an “independent contractor” but in practice you're actually a regular employee, you may very well have been underpaid. If so, you could have a case against your employer. Take action now. There's no charge and everything is kept confidential. Contact us today—the employment law experts at Lawyers for Employee & Consumer Rights.