The State of Independent Contractors after Dynamex and AB5: Where do we go from here?

California employers must review their policies and practices to ensure ongoing legal compliance and to limit potential exposure, especially in light of recent legislation which prevents companies from classifying employees as contractors in many situations. The new regulations impact most California companies that hire consultants and contractors. If certain conditions are not met, this new law could make it very difficult and risky for many to continue retaining workers as independent consultants in California. 

• What relationships can safely be classified as Independent Contractor?
• How is the A-B-C Dynamex test applied?
• What are the requirements of newly-enacted AB5?
• What industries are exempted from the draconian A-B-C Dynamex test?
• What are the safest practices for companies that utilize Independent Contractors?
• What is the likely outcome to future legislation covering Independent Contractors?

• What is and what is not a properly classified Independent Contractor?
• The difference between and Independent Contractor and an Employee.
• The benefits to companies using Independent Contractors.
• The tests for Independent Contractors and the situations for applying each test.
• The Dynamex case and what it means.
• The legislative reaction to Dynamex.
• AB5 and its application to industries outside of Wage Orders and the Gig Economy.
• Consequences of Misclassification. 
• Best practices.

This Webinar is a “must attend” for any company or entity that utilizes independent contractors (1099) for any purposes to allow for an evaluation and assessment of the risks associated with continuing with such relationships in light of the changes in the law.

• In-house counsel, Human Resources, Chief Operating Officer, Chief People Officer.
• Any industry or company with operations or work being performed on their behalf in California would benefit from this Webinar.

Jennifer Raphael Komsky earned her B.S. in 1994 from the University of California, Santa Barbara and earned her J.D. degree in 1997 at the University of the Pacific, McGeorge School of Law.  She was admitted to the State Bar in 1997. Current memberships include the State Bar of California and the Los Angeles County Bar Association.

Prior to specializing in employment law, Jennifer practiced in the areas of medical malpractice defense and business litigation.  She has focused on employment law exclusively for over 15 years, defending employers in all phases of litigation before State and Federal Courts and administrative agencies.  Jennifer regularly counsels human resource professionals and business owners, providing ongoing advice and guidance on company policies and personnel matters as well as conducting employee trainings.  Jennifer’s clients include small and family-run businesses up to nationwide and global corporations.  No matter the size of the business, Jennifer’s approach remains the same:  determine the needs of the client early on and design the best strategy accordingly.