Archive for the ‘Misclassification of Employees’ Category

In the past I have blogged about recent attempts by employers to misclassify employees as independent contractors in violation of Federal Law. Many employers will misclassify employees to avoid: (1) having to pay workers compensation; (2) having to pay unemployment taxes; (3) having to pay payroll taxes; (4) having to pay overtime and (5) having to comply with many other federal and state laws that prohibit discrimination. IN MOST CASES EVEN IF YOUR EMPLOYER SAYS YOU ARE AN INDEPENDENT CONTRACTOR—-YOU LEGALLY ARE NOT ONE!!! Speak to an attorney or the Department of Labor to discuss this issue.

The U.S. Department of Labor has been cracking down on those employers who improperly misclassify employees to avoid overtime pay. A Tulsa-based firm that specializes in drilling petroleum wells has been drilled by the U.S. Department of Labor. For instance the DOL just fined Latshaw Drillling Company.

An investigation by the Labor Department’s Wage and Hour Division found that Latshaw Drilling Company denied overtime for several dozen workers who had been misclassified as independent contractors.

Cynthia Watson a regional administrator for the Labor Department’s Wage and Hour division said: “Latshaw Drilling took advantage of vulnerable workers by misclassifying them as independent contractors rather than regular employees. As a result, they were denied rightful wages and legal protections that are guaranteed under federal law. This practice is illegal and unacceptable.”

The workers were paid straight time instead of time and a-half for hours worked over 40 in a week, as required in the Fair Labor Standards Act.
Some employees worked up to 72 hours in a week. 34 painters and sand blasters recovered more than $70,000 in back wages.
Latshaw Drilling has agreed to maintain future compliance by ensuring that all employees are properly classified.

If you believe you have been improperly classified as an independent contractor by your employer, go to the U.S. Department of Labor or an attorney that specializes in wage and hour laws. Feel free to contact Scott Behren and the Behren Law Firm for a consultation.

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