Whether it is overtime payments that would be payable to non-exempt employees who were classified as exempt, or fringe benefits due and payable to employees who were classified as independent contractors, or compensation altogether to workers who were classified as interns or volunteers, legal actions based on misclassification have begun to spring up across the country. Avoiding exposure to these kinds of lawsuits have become a top priority of employers and understanding the differences between the classifications is the first step in deciding how a job should be classified. This has become a more complicated issue with the voter approved Proposition 22 which will meld characteristics of independent contractors and employees.

Area Covered In The Webinar

  • Employees Defined
  • Independent Contractors Defined
  • Exempt Employees Defined
  • Non-Exempt Employees Defined
  • Unpaid Interns
  • Volunteers

Why should you attend?

In order to avoid legal exposure that comes with misclassifying an employee, or group of employees, employers should be familiar with the limits of each category of workers as defined in either the state or federal rules. We will deconstruct the classification categories to make them more digestible after AB5 and Prop 22.

Who Will Benefit

  • HR Managers
  • Payroll Supervisors


On Demand

Melvin K. Patterson, an attorney licensed to practice before all state and federal courts in California, was General Counsel to Cedrus Investments Limited, an international financial services firm wi Know More

Melvin K. Patterson