The 9th Circuit Court of Appeals upheld California's #AB5 law, confirming that gig workers like Uber and Postmates drivers must be classified as employees. This decision reinforces worker protections and follows a similar ruling for the trucking industry. Although Prop 22 exempts app-based transportation and delivery companies from AB5, this ruling still impacts penalties for past violations. The legal focus on worker classification in California continues to intensify. https://hubs.li/Q02Bx61l0 #TruckingNews #AB5Updates
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It has been two weeks since Seattle City Council delayed the vote on delivery driver pay laws, frustrating parties on both sides. Read more at https://ow.ly/KExb50Shi5z. #SeattleEmployment #DeliveryDriverLaws #SeattleCityCouncil #EmploymentLaw #WorkerRights #FairPay #SeattleWorkers #LegalNews #LaborLaws #EmploymentRights #EmeryReddy #SeattleBiz #EmployeeAdvocacy #WorkerProtection #EmeryReddy #EmeryReddyLaw
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The California Supreme Court made a landmark ruling on July 25 that enables app-based rideshare and delivery companies to continue properly classifying their drivers as independent contractors pursuant to Prop. 22. Read our update to learn more! https://lnkd.in/g-mu_8UE #prop22 #californialaw #gigeconomy
Proposition 22 Survives: App-Based Rideshare and Delivery Companies May Continue to Properly Classify Drivers as Independent Contractors in California! | California Employment Law
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Complex new rules are coming into effect relating to rolled-up holiday pay and otherwise in relation to part-year and irregular hours workers. See John Merry’s blog here: https://bit.ly/3PRtFLq #employmentlaw #holidaypay #law #lawfirm
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From trucking giants to tech disruptors, past headlines shed light on the consequences of worker misclassification. 🗞️ 2019: Knight-Swift pays $100M settlement in a misclassification lawsuit 🗞️ 2021: Uber loses legal battle, forced to reclassify drivers as workers in the UK 🗞️ 2023: Florida customer service provider misclassifies 22,000 workers, faces legal action by US Department of Labor When it comes to compliance, prevention is the best defense. Follow these tips to stay on the right side of the law. #StayCompliant #EmployerTips #LegalIssuesPrevention #ComplianceMatters
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The California Supreme Court has upheld Proposition 22 as constitutional, meaning that app-based drivers (who meet certain conditions) will remain classified as independent contractors rather than employees. The implications of the ruling are discussed by Jill Ripke , Brittany Sachs , and Elizabeth Holland this blog post. https://bit.ly/3WhA9G0 #LaborLaw #Prop22 #CaliforniaLaborLaw #WageAndHour
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The Irish Supreme Court rules that Domino’s delivery drivers are...., employees and not independent contractors. Read more about the new 5-step test formulated by the Supreme Court, based on previous case law, to be used to determine whether or not an individual is an independent contractor or an employee. #employmentlaw #legalcounsel #legalcompliance #supremecourt #employmentlawyer #hrdirector LK Shields https://lnkd.in/dVyMfn6i
Supreme Court Rules that Domino’s Delivery Drivers Are Employees, not Independent Contractors
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The recent decision by the California Supreme Court in Turrieta v. Lyft, Inc. is a significant win for employers facing multiple lawsuits under the state’s Private Attorneys General Act (PAGA). This ruling clarifies that a plaintiff (the person suing) in one PAGA lawsuit does not have the right to intervene or object to a settlement in another, even if that settlement would effectively end their own case. This decision is crucial for employers as it reduces the uncertainty and potential complications when dealing with overlapping PAGA claims To learn more about this decision by the California Supreme Court, check out our blog : https://lnkd.in/gUBfRv9S #PAGA #CAEmployers #mnklaw #mnklawyers Article By: Nellie Azimzadeh
Big Win for Employers: California Supreme Court Clears the Path in PAGA Lawsuits
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California Employers: Key Update on PAGA Litigation The California Supreme Court's ruling in Turrieta v. Lyft, Inc. has crucial implications for PAGA actions. The court decided that parties cannot intervene in ongoing PAGA cases with overlapping claims, reinforcing settlement finality and judicial oversight. For more details on how this impacts your business, check out our latest blog: https://lnkd.in/e6SanWXs #PAGA #CaliforniaLaw #LegalUpdate #EmployerResources
Critical Update for Employers: Impacts of the Turrieta v. Lyft, Inc. Ruling on PAGA Intervention
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On July 25, 2024, the California Supreme Court ruled that Uber and Lyft can continue classifying their drivers as independent contractors, upholding Proposition 22. This decision came after the passage of Assembly Bill No. 5 (AB5) in 2019, which introduced the "ABC test" for determining worker classification. Although a California Court of Appeals initially ruled that Uber and Lyft couldn't classify their drivers as independent contractors, voters passed Proposition 22 to protect this status, which the Supreme Court has now confirmed. This ruling is a relief for gig-economy companies like Uber and Lyft, as it prevents the financial and operational challenges of reclassifying drivers as employees. It also provides stability for drivers who prefer the flexibility of being independent contractors. However, continued legal challenges to Proposition 22 are likely, signaling that the debate over worker classification in California is far from over. . . . #TheParkmanLawFirm #freeconsultation #consultation #construction #constructionlaw #constructionlitigation #business #businesslaw #wageandhour #humanresources #hr #law #legal #litigation #transactional #lawyer #attorney #help #aid #lawfirm #sandiego #scrippsranch #california #ca #AB5 #ABCTest #IndependentContractors #CASupremeCourt #Employee #Prop22
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A sample case mediated by Steve Pearl: PAGA & CLASS ACTION Putative class action and PAGA action against trucking company that compensated drivers on a percentage-of-the-load basis. Plaintiff’s alleged that defendant’s pay practices failed to compensate them for non-productive time, including rest periods, resulting in numerous wage and hour violations. Defendant alleged that non-productive time was “directly related” to the driving activity and was thus covered by the piece rate compensation. Resolved at mediation. #mediation #PAGA #classaction #paypractices #compensation #employmentlaw #disputeresolution #representativecase
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