You have varying levels of workplace protections depending on how your job is classified. In the age of the gig economy, many workers are classified as independent contractors, which shields employers from certain kinds of taxation and certain forms of liability. But when you’re improperly classified as an independent contractor, you lose out on many protections and benefits, putting you at a disadvantage. If that’s happened to you, then you should be prepared to take legal action so that you can recover what you deserve.
Signs that you should’ve been classified as an employee rather than an independent contractor
There are several things to be on the lookout for when you’re worried about the classification of your job. This includes each of the following:
- Giving you a company email address.
- Being employed for a significant period of time, like more than a year.
- Being regularly paid in a way that’s consistent with how the company pays its regular employees.
- Being reimbursed for your job-related expenses.
- Participating in meetings meant for employees.
- Receiving training from the company that’s providing you work.
- Being subjected to high levels of oversight by the employer.
- Having your hours and work location dictated by the employer.
- Having work-related equipment provided to you by the employer.
- Identifying job duties that are identical to those performed by the company’s employees.
If any of these issues are present in your work arrangement, then you’re warranted in digging into the matter further to determine if your job has been misclassified.
Take legal action when justified to do so
You shouldn’t let an employer get away with taking advantage of you. Yet, that’s what happens in several instances of job misclassification. It’s up to you to stand up and have your voice heard. If that has you feeling uneasy, then consider seeking out support to help you advocate to protect your interests.