2016: the current & future state of independent contractor compliance & usage
TRANSCRIPT
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DENIS S. KENNY ATTORNEY, SCHERER SMITH & KENNY LLP
2016: THE CURRENT & FUTURE STATE OF INDEPENDENT
CONTRACTOR COMPLIANCE & USAGE
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AGENDA • Effects and implications of U.S. Department of
Labor Administrator’s Interpretation No. 2015-1 • Misconceptions that lead to misclassifications: “on
demand companies” in the “sharing” or “gig” economy
• Consequences and ways to reduce risks of misclassification
• Prognostication for 2016 and beyond. . .
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EVOLVING & DIVERSE LEGAL STANDARDS
No Single Federal or State Test
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“NEW” WAGE & HOUR ADMINISTRATOR’S INTERPRETATION
• On July 15, 2015, United States Department of Labor, Wage and Hour Administrator issued Administrator’s Interpretation No. 2015-1 (“Interpretation”).
• This test looks to whether worker is economically dependent on or independent of the hiring company (the “Company”)
• Interpretation’s message is clear: most workers are employees under FLSA, not independent contractors.
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REAL LIFE EXAMPLES
Agencies, courts and juries frequently apply the same test with differing results.
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MISCONCEPTIONS • “The worker wants to be an independent contractor.” • “The worker created a LLC or S-Corp to do business
with us.” • “We have a written contract.” • “The worker only performs occasional services for us.” Reality: Classification is a legal determination that parties cannot displace by a written contract. “Form over substance” will not be allowed.
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WHY IS THIS TOPIC IMPORTANT RIGHT NOW?
CAUSE: $2.7B “Tax Gap” EFFECT: Government Focus on misclassification and enforcement
Increased legislation at federal and state level • Inter-agency (state and
federal) cooperation is growing.
• Upsurge of audits tied to DOL budget increases
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LESSONS FROM THE UBER & LYFT CLASS ACTIONS
• Comments from “the bench.” • Settlements without closure. • RESULT: misclassification tests are antiquated
and uncertainty remains!
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CONSEQUENCES OF MISCLASSIFICATION Everyone is a potential adversary • Government agencies • Plaintiff lawyers • Customers • Unions • Workers’ compensation carrier • Contractors themselves
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POSSIBLE PENALTIES & COLLATERAL DAMAGES Overview of Possible Penalties and Collateral Damages • Total of Unpaid Taxes • Penalties • Fines • Punitive Damages • Compensatory Damages • Liquidated Damages • Equitable Relief • Back-Pay • Reinstatement • Expenses including attorneys’ fees and costs (even a “win” will be costly!)
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SINGLE WORKER MISCLASSIFICATION CASE Defense of case: Expect to pay $200,000+ in your attorneys’ fees, alone!
$$$
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PROGNOSTICATION: WHAT MIGHT THE FUTURE HOLD
Pending State and Federal Legislation • The California 1099 Self-Organizing Act (AB 1727) • H.R. 2483: Independent Contractor Tax Fairness and
Simplification Act of 2015 The Future: Need for Legislative Creation of a “New” Type of Worker? • The “Dependent Contractor” • Licensed or certified “self employed” worker(s)
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QUESTIONS?
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Please feel free to email or call me with any follow-up questions or comments
about this presentation. Thank you,
Denis Sullivan Kenny (415) 433-1099
140 Geary Street, 7th Flr., San Francisco, CA 94108 [email protected]
http://www.sfcounsel.com/