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Independent Contractor Classification

Independent Contractor Classification

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Independent Contractor Classification

Don’t miss out on the benefits you deserve due to incorrect employment classification! We will fight for you.

A true independent contractor enjoys considerable freedom to set their own schedule and get their work done without constant oversight from a manager. The tradeoff is that they do not receive the benefits that employers are required to provide their employees:

  • Vacation pay
  • Sick pay
  • Overtime pay
  • Health insurance

However, when employers label workers as “independent contractors” but actually treat them like employees, there is really no benefit for the worker. Instead, this misclassification serves only to save the company money at the expense of the worker’s rights.

If this has happened to you, you will need an experienced employment law attorney’s help to stand up for your rights.

We Will Help You Fight for Correct Classification and Fair Treatment

The Law Offices of Larry H. Parker provides aggressive and effective representation for independent contractor classification cases in alliance with the highly successful employment law firm of Perona, Langer, Beck, Serbin and Harrison. You can rely on us to provide accurate information about your rights and help you understand whether or not your current employer/contractor relationship is fair and accurate. If necessary, we can help you take legal action to secure:

  • Correct classification as an employee
  • Back pay for overtime, sick time, vacation time, etc.
  • Compensation for wrongfully denied healthcare benefits
  • Other damages

How to Tell If You Have Been Misclassified

The best way to figure out if you are being called an independent contractor when you are really an employee is to look at the following three aspects of your employment:

Behavioral control: Companies exert considerable control over employee behavior, providing training and instruction and dictating exactly how their work must be performed. Independent contractors have much more freedom. They are typically not told:

  • When and where to work
  • What tools to use
  • Which other workers should be hired
  • Where supplies must be purchased and serviced
  • Who should do specific work
  • How to do the work

Financial control: Independent contractors are financially vested in their work in a way that employees are not. If you do not pay for any tools or supplies out of your own pocket--or if you are always reimbursed--chances are you should have employee status.

Business relationship: The actual day to day business relationship between you and your employer is much more important in determining your employment status than any piece of paper. If your services have been retained indefinitely rather than for a specific project or time period, you should probably be an employee, no matter what your employment agreement may call you.

Learn More During Your Free Consultation

If you have doubts as to your employment classification, we encourage you to reach out to us at 800-333-0000 or submit your case online. We can provide a free, no-obligation consultation to help you understand your rights under the law as well as the benefits of taking legal action with our help. Since we work on a contingency fee basis, you only have to pay our legal fees when we win your case. There is nothing to lose-and potentially a lot to gain-by calling us today.

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