If you think you were wrongfully terminated from your job, Nakase wants to listen to it. Briefly tell about the small print of what happened then hire lawyers for employees Nakase wrongful termination lawyers and in California.

Every day employees get fired by their employers. Sometimes it's for poor work ethic, lack of skill, or another reason.

In California, firing an employee is legal for the foremost part. As an “at-will” state, both the employer and employee can end the working relationship at any time and all of sudden.

However, when an employer fires an employee for the incorrect reasons—illegal reasons—you have the proper to file a wrongful termination claim.

Understanding who falls into the worker category, as against an independent contractor, is often confusing. But the excellence may be a vital one because only an employee may file a wrongful termination claim within the state of California.

Fortunately, the California Labor Code and up to date case law spells out the differences between an employee and an independent contractor.

Employee vs. Independent Contractor in California

WHO IS AN EMPLOYEE IN CALIFORNIA?

An employee typically works at the company’s place of business, has set hours, performs work that's a part of the company’s regular business, receives training and direction from the corporate, receives an hourly wage or salary, and therefore the company has control over how the work is performed.

Under both federal and state law, employees get offered a spread of protections, including federal and state anti-discrimination laws. These protections provide the grounds for an employee to file a wrongful termination claim.

WHO IS AN INDEPENDENT CONTRACTOR IN CALIFORNIA?

In contrast with an employee, California defines an independent contractor as “anyone that renders service for a specified recompense for a specified result, under the control of his principal on the results of his work only and not on the means by which such result's accomplished.”

An independent contractor is hired to try to to a selected job with a selected result and has full control over how the work is going to be completed.

The California Supreme Court recently expanded the definition of “employee” making it harder for employers to say that the person doing work for them is an independent contractor.

Under the new standard, to determine that a private is, in fact, an independent contractor, an employer must prove that:

• It doesn't control how the individual performs the work;

• The individual provides a service that's not a part of the employer’s usual business and;

• The individual customarily engages in a longtime business, trade, or profession that's independent of the employer’s business.

• Independent contractors might not file a wrongful termination claim.

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