Sunday 4:00pm to 7:00pm
As host of "Handel Yourself in the Morning" Bill has attained #1 status in Los Angeles's highly competitive morning drive time radio and recently was the winner of Radio and Records News/Talk Personality of the Year. Heard on KFI AM 640 - the most listened to news/talk station in America - the show features Bill's unique perspective on topical issues and pop culture. Highly informative, hilarious, edgy and entertaining are just a few of the words frequently used to describe the show. On June 12th, 2009, Bill was honored by Hollywood Chamber of Commerce with a star on the legendary Walk of Fame at 6640 Hollywood Blvd. [view photos]
In addition to his success in talk radio, Bill is a renowned expert on the legal aspects of Reproductive Technology and has provided legal counsel for several hundred cases of third party reproduction. Bill serves as Director of the Center for Surrogate Parenting, Inc. in Encino, California and Annapolis, Maryland, which has been helping couples become families for over 32 years. He has lectured at universities and medical conferences on several continents and has written articles for numerous medical and legal journals. His expertise on this topic has been featured in articles for the New York Times, Washington Post, Wall Street Journal and other publications and he has appeared on hundreds of television shows including "60 minutes," "Nightline," "48 Hours," "Today," "Frontline," "Crossfire," as well as BBC Television and CNN. (In 1996 Bill hosted a nationally syndicated talk show, "Judge for Yourself." The show celebrated one season of success and Bill is forever grateful to the eleven viewers that tuned in.)
Bill received his B.A. at California State University Northridge and his J.D. at Whittier College of Law. He has been an adjunct professor of Law at Whittier College School of Law where he taught "Legal Aspects of Reproduction Technology."
HandelontheLaw.com Staff Writer
Tuesday, September 13, 2011
Employees vs. Independent Contractors
You are working for somebody in exchange for a certain amount of money. But are you an "employee"? Or are you an "independent contractor"?
Why does it matter to begin with?
Employees are often subject to a state labor laws which provide a certain benefits to workers such as overtime, minimum wages, meal and rest breaks, reimbursements for business expenses, unemployment insurance, etc. Independent contractors are not automatically entitled to such benefits.
How do you tell if you are an employee as opposed to an independent contractor? There is no simple answer, and its usually determined by a number of different criteria. However, there are two initial rules to keep in mind up front:
1. If you are working for someone, the initial presumption is that you will be considered to be an employee, unless it is affirmatively proven that you qualify as an independent contractor.
2. It ultimately doesn't matter if an employer labels you an "independent contractor". You may still be an employee, even if you are labeled differently from the person or company who pays you. The test for determining if you are an independent contractor or not is based on a set of objective criteria beyond what you have been labeled. If a person or company who hires you believes you to be an independent contractor, that may be one relevant factor in determining your true status - but it is definitely not the overriding element.
The standards for determining a worker's status can vary somewhat from state to state. However, the key factor is a common law test which states that if the person for whom you work for has the right to direct and control how your work is done (including specifically when, where, and how the work is to be performed), then you will be considered an "employee" - not an independent contractor.
Other factors may include those such as:
Some or all of these factors may be considered together to determine if you are acting as an employee or independent contractor in terms of the big picture. Some companies may hire employees, but try to get them falsely labeled "independent contractors" in order to avoid paying overtime or other benefits which workers may be entitled to.
If you aren't sure of your employment status, and feel the need to determine it to prevent you from being mislabeled, consider contacting an attorney who specializes in employment matters.