Lesson 1Interaction wid wage-hour laws, overtime rules, and state unemployment insurance requirementsDis lesson analyze how worker status affect minimum wage, overtime, meal and rest breaks, and eligibility for California unemployment insurance, and how misclassification trigger overlapping wage-hour and benefit liabilities. You go see examples of how dis fit happen in business.
Worker coverage under wage ordersOvertime and double-time issuesMeal and rest break obligationsCalifornia unemployment eligibilityCoordinating state and federal rulesLesson 2Sample contractual clauses and red flags to avoid (control language, supervision clauses, required training)Dis lesson provide sample clauses dat support contractor status and identify red-flag language, such as detailed control, supervision, mandatory training, and schedule requirements, dat can undermine independent contractor classifications in California. You go practice spotting dem.
Autonomy and business clausesControl and supervision wordingTraining and policy referencesExclusivity and schedule termsTemplate update processesLesson 3How to draft contractor engagement agreements: scope, deliverables, payment terms, IP assignment, indemnitiesDis lesson cover how to structure independent contractor agreements in California, including clear scopes of work, deliverables, payment structures, IP ownership, confidentiality, indemnities, and clauses dat preserve contractor autonomy and reduce control signals. You go draft one sample.
Scope of work and deliverablesPayment terms and milestonesIP ownership and licensesConfidentiality and privacyIndemnities and insuranceAutonomy clauses for controlLesson 4Recordkeeping, audits and documentation practices: contracts, statements of work, communications, invoices, performance metricsDis lesson explain how to design recordkeeping systems dat preserve contracts, statements of work, invoices, communications, and performance data, and how to prepare for audits or litigation by demonstrating consistent, well-documented practices. Practical tips included.
Core documents to retainStatements of work structureEmail and messaging evidenceInvoice and payment recordsPreparing for auditsLesson 5Key statutory frameworks: IRS 20-factor summary, ABC test variations, Department of Labor economic realities testDis lesson review major statutory and regulatory frameworks, including di IRS 20-factor guidance, federal economic realities test, and California’s ABC test variants, highlighting how each framework weigh control, dependence, and business independence. Comparisons made clear.
IRS 20-factor guidanceFederal economic realities testCalifornia ABC test exemptionsIndustry-specific carve-outsPrioritizing stricter standardsLesson 6Operational measures to reduce reclassification risk: genuine business-to-business relationships, multiple clients, autonomous scheduling, separate invoicing and paymentsDis lesson detail operational practices dat support genuine business-to-business relationships, such as using contractor entities, multiple clients, independent scheduling, separate invoicing, and avoiding employee-style supervision, tools, and performance management. Real-world application.
Contractor entities and licensesMultiple clients and marketsIndependent scheduling choicesSeparate invoicing and taxesLimiting supervision controlsLesson 7Overview of common law and statutory tests for employee vs independent contractor (IRS, DOL, state agencies)Dis lesson introduce common law and statutory tests used by di IRS, U.S. Department of Labor, and California agencies, comparing their factors, purposes, and enforcement approaches when determining employee versus independent contractor status. Easy to follow.
IRS common law controlDOL economic realities overviewCalifornia ABC test elementsAgency guidance and rulingsReconciling test outcomesLesson 8Consequences of misclassification: back wages, payroll taxes, penalties, unemployment and workers’ comp liabilitiesDis lesson explore financial and legal consequences of misclassification, including back wages, unpaid overtime, payroll taxes, penalties, interest, benefit contributions, and exposure for unemployment insurance and workers’ compensation claims. Case studies included.
Back wages and overtimePayroll tax penaltiesCivil penalties and interestBenefits and ERISA exposureUnemployment liabilitiesLesson 9State-specific criteria: control, integration, financial arrangements, permanency, tools and method of workDis lesson explain how California evaluate control, integration into di business, financial risk, provision of tools, and duration of engagement when distinguishing employees from independent contractors under key state standards. Detailed breakdown provided.
Behavioral control factorsIntegration into operationsProfit or loss opportunityTools and workspace provisionPermanency of relationship
