Yesterday, we reviewed the first 5 factors of the “Borello test,” which California courts use to determine whether a worker is an employee or an independent contractor (click here for yesterday’s issue). Today, we’ll look at the remaining 6 factors and tell you about a wage/hour resource you won’t want to be without.
As we mentioned yesterday, California uses something called the “Borello test” to determine whether workers are employees or independent contractors. The test strongly favors a conclusion that workers are employees. Here are the remaining 6 factors of the 11-factor test:
6. The kind of occupation, with reference to whether, in the locality, the work is usually done under the company’s direction or by a specialist without supervision
7. The worker’s opportunity for profit or loss depending on his or her own managerial skill (a potential for profit does not include bonuses)
8. How long the services are to be performed
9. The degree of permanence of the working relationship
10. The payment method, whether by time or by the job
11. Whether the parties believe they are creating an employer-employee relationship
The Single Most Important Factor
Although no single factor in the Borello test is determinative, the first one – whether the individual’s work is the service or product that is the company’s primary business – is given the most weight.
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