Misclassification

Overview

Employees are often deprived of benefits and wages to which they are legally entitled when their employers misclassify them as “independent contractors.”  Misclassifying employees as independent contractors allows employers to avoid paying payroll taxes, withhold earned overtime wages and expense reimbursements, and deny workers meal and rest breaks.  If an employer controls the manner and means by which an individual performs his or her work, that individual may be considered an “employee” under California law.  

Additionally, employers may misclassify certain salaried employees as “exempt,” denying them overtime pay and other benefits.  Under California law, employers must pay employees overtime unless they fall under an exemption, such as certain administrative, executive, or professional jobs.  In California, an "exempt" employee must generally be: (1) paid a monthly salary equivalent on an hourly basis to not less than two times the California minimum wage for full-time employment; and (2) engaged in work which is primarily intellectual, managerial, or creative, and which requires exercise of discretion and independent judgment.

CPM has brought ground-breaking litigation challenging employer practices that unfairly misclassify employees.  If you believe you have been misclassified, contact CPM attorneys Tamarah Prevost or Adam Zapala at (650) 697-6000.  

Noteworthy Cases

Noteworthy Cases

Shephard v. Lowe’s HIW, Inc.


USDC Northern District of California
Cotchett, Pitre & McCarthy LLP, along with Block & Leviton, filed a lawsuit against Lowe’s HIW, Inc. (“Lowe’s”) on June 15, 2012, alleging that Lowe’s had misclassified its California installers as independent contractors in violation of California law. The firms secured a $6.5 million settlement on behalf of the class of California installers.  

Cozzitorto et al. v. AAA


Contra Costa County Superior Court
CPM secured a $4.3 million settlement on behalf of a class of Northern Californian tow truck companies in a lawsuit filed against AAA for misclassifying road-side service providers as independent contractors as well as breaching its contracts with the class members.  CPM’s lawsuit alleged that AAA exerted total control over every manner of the towing business, and even requires tow companies to incur high costs to obtain AAA compliant vehicles, uniforms and equipment.  The class action complaint was filed on December 19, 2013 in the Superior Court of Contra Costa County, and the Judgment approving the $4.3 million settlement was signed by the Honorable Edward G. Weil on June 7, 2019.


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