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Under Massachusetts Law, in order for you to be properly classified as an independent contractor, the company that you perform services for must establish, among other things, that the service you provide is different from the service that the company provides. Companies such as FedEx hire couriers who provide delivery services and are paid for each completed delivery as opposed
Massachusetts requires every employer in the commonwealth with one or more employees to have a valid worker’s compensation policy at all times. This type of no fault insurance protects employees by providing medical care and partial wage reimbursement. Employers need not have a valid worker’s compensation policy for work done by an independent contractor as they fall outside the definition
Unfortunately, employees seeking unpaid wages based on a misclassification as an independent contractor, occasionally have to deal with unruly employers who bring counterclaims against their employees. Fortunately there are legal protections employees can utilize to discourage this type of employer’s behavior.
Unemployment benefits are typically reserved for employees who involuntarily leave work. A specific exception is made for employees who leave work voluntarily if the employee “establishes by substantial and credible evidence that he had good cause for leaving attributable to the employer.”
Time and time again, businesses misclassify employees as independent contractors. It is always important to scrutinize the relationship to ensure you are not missing out on monetary damages, worker’s compensation coverage, payroll tax contributions and overtime wages.
As the issue of independent contractor misclassification becomes more and more prevalent, rampant employment misclassification has become a frequent occurrence in the delivery, distribution and logistics industry. In a recent decision in the U.S. District Court for the District of Massachusetts, the Court held that delivery drivers for a delivery and logistics company were improperly classified as independent contractors rather than
Does the company you work with consider you an independent contractor as opposed to an employee? As a result of the costs associated with treating an individual as an employee, companies have a perverse incentive to classify you as an independent contractor. While this may be to the company’s benefit, it is almost always is to the disadvantage of the
Under Massachusetts Law, in order for you to be properly classified as an independent contractor, the company that you perform services for must establish, among other things, that the service you provide is different from the service that the company provides. Companies such as FedEx hire couriers who provide delivery services and are paid for each completed delivery as opposed
Massachusetts requires every employer in the commonwealth with one or more employees to have a valid worker’s compensation policy at all times. This type of no fault insurance protects employees by providing medical care and partial wage reimbursement. Employers need not have a valid worker’s compensation policy for work done by an independent contractor as they fall outside the definition
Unfortunately, employees seeking unpaid wages based on a misclassification as an independent contractor, occasionally have to deal with unruly employers who bring counterclaims against their employees. Fortunately there are legal protections employees can utilize to discourage this type of employer’s behavior.
Unemployment benefits are typically reserved for employees who involuntarily leave work. A specific exception is made for employees who leave work voluntarily if the employee “establishes by substantial and credible evidence that he had good cause for leaving attributable to the employer.”
Time and time again, businesses misclassify employees as independent contractors. It is always important to scrutinize the relationship to ensure you are not missing out on monetary damages, worker’s compensation coverage, payroll tax contributions and overtime wages.
As the issue of independent contractor misclassification becomes more and more prevalent, rampant employment misclassification has become a frequent occurrence in the delivery, distribution and logistics industry. In a recent decision in the U.S. District Court for the District of Massachusetts, the Court held that delivery drivers for a delivery and logistics company were improperly classified as independent contractors rather than
Does the company you work with consider you an independent contractor as opposed to an employee? As a result of the costs associated with treating an individual as an employee, companies have a perverse incentive to classify you as an independent contractor. While this may be to the company’s benefit, it is almost always is to the disadvantage of the
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Call Attorney Shafran Today!