We work where we want, we know our worth, and we are in control of our future! *
We stand on the American principals of freedom and democracy!
We are calling for an amendment to AB 5. Failing to further amend the bill with additional exemptions has the potential to eliminate the vast majority of independent contractors in California. We fully agree that those who choose to work independently should be afforded basic employee protections, we also understand that misclassifying workers will limit the flexibility and control over work arrangements, as well as have damaging effects on a business model is shaping the workforce landscape and the American economy.
Tulsa, OK is offering entrepreneurs $10,000 plus free co-working space if they move to the city and live there for a year. Similar program have launched in MI, OH, VT, and CT.
On Jan 1, Washington state is rolling out a plan that gives workers up to 16 weeks of paid time off for illness, injury, or maternity/paternity — and the self-employed can participate! A 0.4% premium delivers up to $4k per month. We’ll be watching how they calculate “hours worked” and “weekly pay” for ICs.
In NY, a company can exercise “incidental control” over independent contractors without creating an employment relationship, provided it doesn’t control the results of the independent contractor’s engagement, or the means used to achieve those results.
The new approach presumes that all workers are employees unless proven otherwise. To meet this burden, the hiring entity has to establish all three of the ABC factors to classify someone as an independent contractor.