Lesson 1Interaction wid wage-hour laws, overtime rules, an' state unemployment insurance requirementsAnalyzes how worker status affects minimum wage, overtime, meal an' rest breaks, an' eligibility fi California unemployment insurance, an' how misclassification triggers overlapping wage-hour an' benefit liabilities, yuh know.
Employee coverage under wage ordersOvertime an' double-time classification issuesMeal an' rest break obligations an' risksCalifornia unemployment insurance eligibilityCoordinating state an' federal wage rulesLesson 2Sample contractual clauses an' red flags fi avoid (control language, supervision clauses, required training)Provides sample clauses dat support contractor status an' identifies red-flag language, such as detailed control, supervision, mandatory training, an' schedule requirements, dat can undermine independent contractor classifications in California, seen.
Autonomy an' independent business clausesControl an' supervision wording fi avoidTraining, onboarding an' policy referencesExclusivity, noncompete an' schedule termsUpdate an' review processes fi templatesLesson 3How fi draft contractor engagement agreements: scope, deliverables, payment terms, IP assignment, indemnitiesCovers how fi structure independent contractor agreements in California, including clear scopes of work, deliverables, payment structures, IP ownership, confidentiality, indemnities, an' clauses dat preserve contractor autonomy an' reduce control signals, mi bredda.
Defining scope of work an' deliverablesPayment terms, milestones an' expensesIP ownership, licenses an' work made fi hireConfidentiality, data security an' privacyIndemnities, limitations of liability an' insuranceAutonomy clauses dat limit control signalsLesson 4Recordkeeping, audits an' documentation practices: contracts, statements of work, communications, invoices, performance metricsExplains how fi design recordkeeping systems dat preserve contracts, statements of work, invoices, communications, an' performance data, an' how fi prepare fi audits or litigation by demonstrating consistent, well-documented practices, yuh zeet.
Core documents fi retain an' organizeStructuring statements of work fi clarityEmail an' messaging practices as evidenceInvoice, payment an' tax form recordsPreparing fi agency audits an' subpoenasLesson 5Key statutory frameworks: IRS 20-factor summary, ABC test variations, Department of Labor economic realities testReviews major statutory an' regulatory frameworks, including di IRS 20-factor guidance, federal economic realities test, an' California’s ABC test variants, highlighting how each framework weighs control, dependence, an' business independence, irie.
IRS 20-factor guidance an' evolutionFederal economic realities test factorsCalifornia ABC test an' exemptionsIndustry-specific statutory carve-outsPrioritizing stricter overlapping standardsLesson 6Operational measures fi reduce reclassification risk: genuine business-to-business relationships, multiple clients, autonomous scheduling, separate invoicing an' paymentsDetails operational practices dat support genuine business-to-business relationships, such as using contractor entities, multiple clients, independent scheduling, separate invoicing, an' avoiding employee-style supervision, tools, an' performance management, mon.
Using contractor entities an' business licensesEncouraging multiple clients an' open marketsIndependent scheduling an' location choicesSeparate invoicing, payments an' tax formsLimiting supervision an' performance controlsLesson 7Overview of common law an' statutory tests fi employee vs independent contractor (IRS, DOL, state agencies)Introduces common law an' statutory tests used by di IRS, U.S. Department of Labor, an' California agencies, comparing their factors, purposes, an' enforcement approaches when determining employee versus independent contractor status, yuh hear.
IRS common law control frameworkDOL economic realities test overviewCalifornia ABC test an' key elementsAgency guidance, rulings an' opinion lettersReconciling conflicting test outcomesLesson 8Consequences of misclassification: back wages, payroll taxes, penalties, unemployment an' workers’ comp liabilitiesExplores financial an' legal consequences of misclassification, including back wages, unpaid overtime, payroll taxes, penalties, interest, benefit contributions, an' exposure fi unemployment insurance an' workers’ compensation claims, serious ting.
Back wages, overtime an' premium payPayroll tax assessments an' penaltiesCivil penalties, interest an' fee shiftingBenefits, ERISA an' fringe claim exposureUnemployment an' workers’ comp liabilitiesLesson 9State-specific criteria: control, integration, financial arrangements, permanency, tools an' method of workExplains how California evaluates control, integration into di business, financial risk, provision of tools, an' duration of engagement when distinguishing employees from independent contractors under key state standards, yuh know.
Behavioral an' scheduling control factorsIntegration into core business operationsWorker’s opportunity fi profit or lossProvision of tools, equipment an' workspacePermanency an' exclusivity of di relationship
