Some people choose to be independent contractors because they want the freedom to work for themselves. Others who need work are often forced into contract work for companies that wish to avoid paying benefits, overtime pay and taxes. The labor laws that distinguish an independent contractor from an employee can be complicated. If you believe you may be misclassified as an independent contractor, contact our lawyers at The Klein Law Group, P.C., for a free case analysis.
What Is an Independent Contractor?
New York labor laws outline many factors that distinguish an independent contractor from an employee. Typically, the right to control is a determining factor. For example, if you are required to work standard, on-site hours with no ability to negotiate pay or provide similar services to competitors, you should be classified as an employee, not a contractor. Other forms of control asserted in the employer/employee relationship include:
- Direct supervision of worker
- Required attendance at meetings and training sessions
- Required reporting
- Prior permission for absences
- Evaluation of job performance
NYC Independent Contractor Attorneys
To find out if you have a claim, contact us online or call our law office at 917-639-5350 or toll free 1-877-390-8732. Our New York employee misclassification attorneys offer free initial consultations and we collect no fees unless we are successful in obtaining compensation on your behalf.
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