CDF Webinar: How To Recognize And Manage Liability With Changing Laws And Aggressive Government Pressure
Learn about recent legal developments and government actions in this area and how to shape contractor relationships to minimize risk.
Federal and California government agencies are increasing pressure on companies using independent contractor relationships. Recent regulatory and court decisions have expanded the risks associated with using independent contractors. However, those decisions have also highlighted ways employers can minimize liability.
This complimentary webinar is designed to assist in-house counsel and HR professionals in understanding the recent developments in this area of the law, help employers anticipate and identify potential areas of liability in relationships with independent contractors and interns, including identifying the types of jobs that may lawfully be filled by a contractor or intern, develop options to manage contractor relationships, and provide advice and steps to minimize risk from these relationships.
We will discuss:
- Expanded efforts by the government to scrutinize independent contractor relationships, including the NLRB’s publication of an Advice Memorandum regarding an unfair labor practice arising in the independent contractor context;
- The current law that determines whether a worker may properly be classified as an independent contractor or intern, including a discussion of recently released Q & A’s from the Department of Labor and the California Court’s rejection of the proposed Uber settlement;
- Best practices in managing independent contractors and recognizing high risk areas to help preserve the nature of the relationship; and
- Strategies for defending governmental actions and lawsuits claiming misclassification.
We hope you will join us for this engaging and informative webinar.
Joel Van Parys
Representative of Joel M. Van Parys' litigation counsel is his handling of a putative class action for a national retail employer. He obtained a summary judgment ruling dismissing plaintiffs' claims for off-the-clock work, and missed meal and rest periods. ...
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