From JDSupra, Brett Anders and Carlyle Edwards-Balfour discuss a recent case in which an employer was liable for the actions of a non-employee. Companies that engage with independent contractors should be aware that they might be liable if their actions constitute harassment. Brett and Carlyle write: The court dismissed all claims except the claims of: (1) hostile work…
MBO Partners provides excellent advice on how to avoid a misclassification audit: Improve independent contractor satisfaction at your company and minimize the risk of a misclassification audit with these five tips. 1. Conduct an Internal Audit of Worker Classification Practices Conducting an internal audit can provide you with an in-depth understanding of your current classification practices and…
From the Auburn Reporter, Julee Broberg argues against changes to laws classifying workers as employees or independent contractors without reviewing how they might affect hairdressers and salon owners. Julee writes: Intermediary employees. Contributing agents. Worker wage boards. This is the gobbledygook that hairdressers and salon owners like my wife, Julee, are trying to make sense of…
In a case reported in Massachusetts Lawyers Weekly, the court did not enforce an arbitration agreement because one party to the agreement has the right to change the agreement at any time, at its sole discretion, and without providing notice. Massachusetts Lawyers Weekly said: Where defendants sought to compel arbitration, arbitration was inappropriate because the agreement containing the…
From the LA Times, Stormy Daniels argues against the Dynamex decision and that exotic dancers should be independent contractors and not employees. She writes: Performers in the adult entertainment industry often want anonymity. Today I’m very public about the nature of my work, but that has not always been the case. When I started dancing, I…