This article needs to be updated. The reason given is: The information is accurate but obsolete. In 2020, AB 5 was extensively revised and reintroduced as AB 2257. That bill was written into California law, i.e., codified, late in the year. Please help update this article to reflect recent events or newly available information.(February 2021)
An act to amend Section 3351 of, and to add Section 2750.3 to, the Labor Code, and to amend Sections 606.5 and 621 of the Unemployment Insurance Code, relating to employment, and making an appropriation therefor
California Assembly Bill 5 or AB 5 is a state statute that expands a landmark Supreme Court of California case from 2018, Dynamex Operations West, Inc. v. Superior Court ("Dynamex").[1] In that case, the court held that most wage-earning workers are employees and ought to be classified as such, and that the burden of proof for classifying individuals as independent contractors belongs to the hiring entity. AB 5 extends that decision to all workers. It entitles them to be classified as employees with the usual labor protections, such as minimum wage laws, sick leave, and unemployment and workers' compensation benefits, which do not apply to independent contractors.[2] Concerns over employee misclassification, especially in the gig economy, drove support for the bill, but it remains divisive.[3]
The law codifies and expands the scope of the so-called "ABC test", established in the Dynamex ruling. That test states that a worker must be classified as an employee, and not a contractor, unless the employment meets all of the following conditions: (A) the individual is free from direction and control applicable both under the contract for the performance of service and in fact; (B) the service is performed outside the usual course of business of the employer; and (C) the individual is customarily engaged in an independently established trade, occupation, profession, or business of the same nature as that involved in the service performed.[2]:1[4][5]
In response to the passage of AB 5, many industries began to lobby for exemptions. Approximately 100 professions were specifically exempted from AB5; generally being professions seen to directly work with and set their own prices to customers.
The ridesharing companiesUber and Lyft both lobbied heavily against passage of the bill, and after it was passed they lobbied unsuccessfully to get the California legislature to exempt ridesharing from the bill. They (along with food delivery company DoorDash) also refused, after the bill's passage, to reclassify their drivers as employees.[6][7] The three companies, now also joined by Instacart and Postmates, funded a ballot initiative, Proposition 22, to exempt both ridesharing and delivery companies from the AB 5 requirements, while also giving drivers some new protections, including minimum wage and per-mile expense reimbursement. Proposition 22 passed in November 2020 with 59% of the vote.[8][9]
Provisions and history
On April 30, 2018, the Supreme Court of California ruled in Dynamex[1] to impose strict requirements for employee classification. It created a 3-part test to determine whether an employee could be classified as a contractor rather than an employee, commonly known as the "ABC" test, replacing, for wage order claims,[10] a previous 11-point standard set in an earlier case, S.G. Borello & Sons, Inc. v. Department of Industrial Relations ("Borello")[11] in 1989 (the Borello test).[12][13]
AB 5, introduced in December 2018, places the expansion of the Dynamex ruling on a statutory footing[14] by inserting §2750.3 to the California Labor Code, and, as a general rule, puts the burden of proof on employers to show that a worker is properly classified as an independent contractor where all three of the following conditions are met:[15][16]
the worker is free from the control and direction of the employer in connection with the performance of the work, both under the contract for the performance of such work and in fact
the worker performs work that is outside the usual course of the hiring entity's business
the worker is customarily engaged in an independently established trade, occupation, or business of the same nature as the work performed for the hiring entity[17]
This test is excluded in certain specified cases, where Borello will continue to apply. This is declared without qualification for a specified list of occupations,[18] For other stated professional, B2B and construction services, separate lists of conditions must also be fully applicable in order to establish that a worker is an independent contractor.[19] Real estate licensees and repossession agencies were declared to be governed by the California Business and Professions Code instead.[20]
The proposed law also gives cities in the state the right to sue companies for violating the law, where previously they could not. The California Attorney General's office and local prosecutors can also sue companies.[21]
Proponents of the bill said it would give workers previously classified as contractors minimum wage, overtime, sick leave, unemployment and other benefits, and prevent the state from losing $8 billion from unpaid payroll taxes. Opponents said it would increase labor costs by up to 30%, create higher costs and reduced service for customers and reduce flexibility for workers.[22][23][24]
After discussions and amendments to the law, which primarily included exceptions for certain professions, the bill first passed the Assembly in May 2019. In August 2019, as the bill neared passage, gig economy companies Uber and Lyft also proposed a negotiated $21 minimum wage but to keep employees as independent contractors as an exception.[25] The proposals werenot accepted by the legislature. Other amendments and exceptions were made, primarily to exclude particular professions. The bill drew national attention, including the support of major Democratic Party 2020 presidential candidates.[26]
After its final passage in the legislature, on September 11, 2019, Uber and Lyft both said they had no plans to reclassify workers as employees, with Uber's Chief Legal Officer Tony West saying "Just because the test is hard doesn't mean we won't be able to pass it. We continue to believe that drivers are properly classified as independent."[27]
In response to the implementation of the law, the United States Court of Appeals for the Ninth Circuit reinstated its decision in Vazquez v. Jan-Pro,[28] which impacts California franchise law and California independent contractor law,[29] by making it unclear that if a franchisor licenses its trademark to a franchisee the franchisor incurs the liabilities of an employer.
Approximately 100 professions were specifically exempted from AB5, including doctors, dentists, psychologists, insurance agents, stockbrokers, lawyers, accountants, engineers, real estate agents, travel agents, graphic designers, songwriters, architects, youth sports coaches, and some freelance writers, producers, and cartographers, as they are generally seen to work directly with and set their prices to customers.[2][22][34]
Others are exempt with conditions, such as hairstylists, cosmetologists, and manicurists if they set their own pay rates, are paid directly by customers, and schedule appointments themselves.[2] Salespeople are exempt if they are paid based on actual sales.[2] Commercial fishermen are exempt except from unemployment insurance.[2]
Newspaper companies will be given an extra year before having to reclassify their delivery workers, as the extra costs may be an overwhelming burden for some news organizations currently in a precarious financial state.[35]
In response to the passage of AB 5, several industries began to lobby Sacramento for exemptions. The industries that were granted exemptions tended to have the following characteristics:
the independent contractors had the wherewithal to set or negotiate their own prices
the independent contractors had access to direct communication with customers
the independent contractors earned at least twice the minimum wage[36][bettersourceneeded]
Legal challenges
In November 2019, the California Trucking Association, representing about 70,000 truck drivers in the state, filed suit in the United States District Court for the Southern District of California, challenging both the California Supreme Court Dynamex ruling and AB 5. The Association argued that many of the represented drivers had opted to be independent contractors after having been employed drivers, as this allowed them to set their own schedules and otherwise profit from owning their own vehicle. Enforcement of AB 5 would force them to be treated as employees and lose these benefits, the Association argued.[37] In April 2021 the Ninth Circuit Court of Appeals ruled against an exemption being applied in California for truck drivers, and in July 2022 the U.S. Supreme Court declined to hear the Association's petition against the law, leaving the Appeal Court decision in place.[citation needed]
Uber and Postmates filed a similar suit at the end of December 2019, challenging that the law denies equal protection due to variance in the types of jobs exempted.[40]
Reception and impact
Organizers expected AB 5 to lead to the growth of labor unions.[41]
On the music industry
The Recording Academy expressed concerns that AB 5 would negatively impact gigging musicians, and stated that it is lobbying California lawmakers to inform them about "the impact of such legislation".[42]
Director of San Jose Jazz Brendan Rawson argued that because AB 5 requires any music venue to designate members of an act performing there even once as official employees of the venue itself, events such as music festivals would be severely and unnecessarily burdened. The only way around this, Rawson said, is for musicians to incorporate themselves. Rawson pointed out that this extended beyond the musicians themselves, citing temporary hiring of SJPD officers for the San Jose Jazz's Summer Fest, all of whom would be added as San Jose Jazz employees.[43]
In February 2020, The Lake Tahoe Music Festival announced that it was shutting down after 40 years due to AB 5 and COVID-19.[44]
In April 2020, the San Francisco Chronicle wrote, "Tens of thousands of musicians had said AB5, which took effect Jan. 1, would ruin their livelihoods by forcing them to become employees or employers every time they played a one-night show at a coffee house, or used a backup vocalist, for instance."[45]
On freelance journalism
Forbes criticized the bill's limits on freelance journalism and is advocating for California to change it.[39]:1 Assemblywoman Gonzalez acknowledged that some freelance journalists lost substantial income.[46] Several days prior, in response to potential job losses resulting from the bill, Gonzalez tweeted, "These were never good jobs. No one has ever suggested that, even freelancers. We will continue to work on this next year."[47]
In December 2019, Vox Media ended contracts with about 200 freelance sports writers and editors who wrote for the blog network SB Nation, and announced it would replace them with 20 new part-time and full-time employees.[48][39]:1 Prior to these layoffs, Vox had published opinion pieces in support of AB 5.[49][50] Assemblywoman Gonzalez criticized Vox, referring to them as "vultures" in connection with their previous use of freelance writers.[47]
Freelance journalists who live in California fear that it will be harder to get work, because companies will not want to deal with the additional paperwork and legal liabilities of AB 5 and will instead hire someone from another state.[48]:1
In December 2019, CNN reported that AB 5 "prevents freelancers writers, editors and photographers from contributing more than 35 'content submissions' to a media organization per year."[51]
On rideshare drivers
In response to the new law, Uber has made several changes to its app for drivers in California, such as allowing drivers to see destinations in advance, and removing penalties for rejecting rides.[52] It has also started testing a new feature that allows drivers to set their own rates, in 10% increments, with the passenger seeing the lowest fare accepted by an available driver, and drivers seeing how long they will likely wait to get dispatched based on their chosen rate.[52]
People with disabilities
In January 2020, Medium account "Gutting the Gig-economy" wrote, "The law caused financial devastation for a substantial segment of California's population, including people with disabilities who are working or who have worked, and their families."[53]
Enforcement actions
In May 2020, California Attorney General Xavier Becerra sued Uber and Lyft, alleging the ride-hailing companies had misclassified their drivers as "independent contractors" rather than "employees" in violation of AB5. The suit alleged that Uber and Lyft denied their workers mandated "employee" benefits and protections such as minimum wage and overtime pay, reimbursement for business-related expenses, unemployment and disability insurance, and paid sick leave.[54]
California Superior Court Judge Ethan Schulman issued his ruling on August 10, 2020, stating that Uber and Lyft must treat their drivers as employees under AB-5, as their work in the context of the "ABC test" was not outside the usual course of their business, nor was a "multi-sided platform" as Uber and Lyft had argued but simply transportation companies that fell within AB-5's provisions. Both Uber and Lyft have stated their plans to appeal the ruling as well as seek an injunction to stay the order until the appeal is complete.[55][56]
Trucking
Los Angeles City Attorney Mike Feuer sued several trucking companies, alleging that they were violating AB5 by classifying their drivers as "independent contractors" rather than "employees", but Superior Court judge William Highberger decided that AB5 is pre-empted by the Federal Aviation Administration Authorization Act of 1994.[57]
Related Research Articles
The National Labor Relations Act of 1935, also known as the Wagner Act, is a foundational statute of United States labor law that guarantees the right of private sector employees to organize into trade unions, engage in collective bargaining, and take collective action such as strikes. Central to the act was a ban on company unions. The act was written by Senator Robert F. Wagner, passed by the 74th United States Congress, and signed into law by President Franklin D. Roosevelt.
Temporary work or temporary employment refers to an employment situation where the working arrangement is limited to a certain period of time based on the needs of the employing organization. Temporary employees are sometimes called "contractual", "seasonal", "interim", "casual staff", "outsourcing", "freelance"; or the words may be shortened to "temps". In some instances, temporary, highly skilled professionals refer to themselves as consultants. Increasingly, executive-level positions are also filled with interim executives or fractional executives.
Freelance, freelancer, or freelance worker, are terms commonly used for a person who is self-employed and not necessarily committed to a particular employer long-term. Freelance workers are sometimes represented by a company or a temporary agency that resells freelance labor to clients; others work independently or use professional associations or websites to get work.
Uber Technologies, Inc., commonly referred to as Uber, is a multinational transportation company that provides ride-hailing services, courier services, food delivery, and freight transport. It is headquartered in San Francisco, California, and operates in approximately 70 countries and 10,500 cities worldwide. It is the largest ridesharing company worldwide with over 150 million monthly active users and 6 million active drivers and couriers. It facilitates an average of 28 million trips per day and has facilitated 47 billion trips since its inception in 2010, after which it grew rapidly, becoming a financial unicorn and disrupting the taxicab business. In 2023, the company had a take rate of 28.7% for mobility services and 18.3% for food delivery.
An independent contractor is a person, business, or corporation that provides goods or services under a written contract or a verbal agreement. Unlike employees, independent contractors do not work regularly for an employer but work as required, when they may be subject to law of agency. Independent contractors are usually paid on a freelance basis. Contractors often work through a limited company or franchise, which they themselves own, or may work through an umbrella company.
Misclassification of employees as independent contractors is the way in which the United States and other countries classify the problem of false self-employment. In the U.S., it can occur with respect to tax treatment or the Fair Labor Standards Act.
Lyft, Inc. is an American company offering mobility as a service, ride-hailing, vehicles for hire, motorized scooters, a bicycle-sharing system, rental cars, and food delivery in the United States and select cities in Canada. Lyft sets fares, which vary using a dynamic pricing model based on local supply and demand at the time of the booking and are quoted to the customer in advance, and receives a commission from each booking. Lyft is the second-largest ridesharing company in the United States after Uber.
The sharing economy is a socio-economic system whereby consumers share in the creation, production, distribution, trade and consumption of goods, and services. These systems take a variety of forms, often leveraging information technology and the Internet, particularly digital platforms, to facilitate the distribution, sharing and reuse of excess capacity in goods and services.
Lorena Sofia Gonzalez Fletcher is an American union leader and former politician. A Democrat, she served in the California State Assembly from 2013 to 2022, representing the 80th Assembly District, which encompasses southern San Diego. She was first elected to the Assembly in a 2013 special election to succeed Ben Hueso, who was elected to the State Senate in a special election.
A ridesharing company, ride-hailing service, is a company that, via websites and mobile apps, matches passengers with drivers of vehicles for hire that, unlike taxis, cannot legally be hailed from the street.
Benjamin I. Sachs is Kestnbaum Professor of Labor and Industry at Harvard Law School, a chair previously held by Harvard economist James L. Medoff (1947-2012). A member of the Advisory Committee of the Labour Law Research Network, he also serves as a faculty co-chair of the Labor and Worklife Program at Harvard Law School. He is co-founder of the blog OnLabor.
Gig workers are independent contractors, online platform workers, contract firm workers, on-call workers, and temporary workers. Gig workers enter into formal agreements with on-demand companies to provide services to the company's clients.
Shannon Liss-Riordan is an American labor attorney. She is best known for her class-action cases against companies such as Uber, FedEx, and Starbucks. Liss-Riordan was a candidate in the 2020 United States Senate election in Massachusetts, unsuccessfully challenging incumbent Ed Markey for his senate seat.
Veena B. Dubal is a Professor of Law at the University of California, Irvine School of Law. Her research focuses on the intersection of law, technology, and precarious work. Professor Dubal is widely cited for her scholarship on gig work.
Dynamex Operations W. v. Superior Court and Charles Lee, Real Party in Interest, 4 Cal.5th 903 was a landmark case handed down by the California Supreme Court on April 30, 2018. A class of drivers for a same-day delivery company, Dynamex, claimed that they were misclassified as independent contractors and thus unlawfully deprived of employment protections under California’s wage orders. Their claims raised the question of what the appropriate standard was to determine whether workers should be classified as employees or as independent contractors under California’s wage orders.
Proposition 22 was a ballot initiative in California that became law after the November 2020 state election, passing with 59% of the vote and granting app-based transportation and delivery companies an exception to Assembly Bill 5 by classifying their drivers as "independent contractors", rather than "employees". The law exempts employers from providing the full suite of mandated employee benefits while instead giving drivers new protections:
Rideshare Drivers United is an organization of platform drivers that advocates for the interests of rideshare drivers in California.
Algorithmic management is a term used to describe certain labor management practices in the contemporary digital economy. In scholarly uses, the term was initially coined in 2015 by Min Kyung Lee, Daniel Kusbit, Evan Metsky, and Laura Dabbish to describe the managerial role played by algorithms on the Uber and Lyft platforms, but has since been taken up by other scholars to describe more generally the managerial and organisational characteristics of platform economies. However, digital direction of labor was present in manufacturing already since the 1970s and algorithmic management is becoming increasingly widespread across a wide range of industries.
The Richard L. TrumkaProtecting the Right to Organize Act, or PRO Act, is a proposed United States law that would amend previous labor laws such as the National Labor Relations Act, for the purpose of expanding "various labor protections related to employees' rights to organize and collectively bargain in the workplace". It would prevent employers from holding mandatory meetings for the purpose of counteracting labor organization, and would strengthen the legal right of employees to join a labor union. The bill would also permit labor unions to encourage secondary strikes. The PRO Act would weaken "right-to-work" laws, which exist in 27 U.S. states. It would allow the National Labor Relations Board to fine employers for violations of labor law, and would provide compensation to employees involved in such cases. It is named after Richard Trumka who was the President of the AFL-CIO until his death in August 5, 2021.
References
1 2 Dynamex Operations West Inc. v. Superior Court of Los Angeles,(2018) 4Cal. 5th903(Cal. Sup. Ct.April 30, 2018).
1 2 3 4 5 6 7 Myers, John; Bhuiyan, Johana; Roosevelt, Margot (2019-09-18). "Newsom signs bill rewriting California employment law, limiting use of independent contractors". Los Angeles Times. Archived from the original on 2019-09-24. Retrieved 2019-09-18. But while the legislation began as a way to formalize the 2018 court ruling, it quickly became the focus of a high-stakes lobbying effort over which kinds of jobs and industries deserved exemption from the new rules. Doctors, accountants, architects, real estate agents, travel agents, graphic designers and investment advisors — along with many other professions — will not be subject to the strict employee rules under the new law. Other exemptions come with conditions. Commercial fishermen are exempt except from unemployment insurance. Barbers, cosmetologists and manicurists are exempt only if they set their own rates, are paid directly by clients and schedule their own appointments. Salespeople are exempt, provided their pay is based on actual sales rather than wholesale purchases or referrals.
1 2 Said, Carolyn; Gardiner, Dustin (2019-09-11). "California legislature passes AB 5 gig-work bill, which could turn contractors into employees". San Francisco Chronicle. Retrieved 2019-09-12. A lengthy list of professions won exemptions from AB5, largely because they typically set their own prices and negotiate directly with their customers. They include doctors, dentists, psychologists, insurance agents, stockbrokers, lawyers, accountants, engineers, direct sellers, real estate agents, hairstylists, commercial fishermen, travel agents and graphic designers.
↑ Marshall, Aarian (2020-11-10). "Who's Still Covered by California's Gig Worker Law? Uber and Lyft led a ballot measure that exempts them from AB 5. But millions of janitors, retail workers, and others are still covered by the statute". Wired. Archived from the original on 2020-11-14. The gig worker law, known as Assembly Bill 5, was enacted last year. Even before last week's election, lawmakers had exempted about 100 kinds of independent contractors, including doctors, dentists, lawyers, songwriters, hair stylists, architects, youth sports coaches, and some freelance writers, producers, and cartographers. Proposition 22 revokes the law for its intended targets—ride-hail and delivery drivers. ... Workers exempted in a new bill passed by the state legislature this year include certain kinds of publicists, those hosting short "master classes," and certain kinds of graphic designers.
↑ Dillon, Liam (2019-09-11). "Sweeping bill on independent contractors passes California state Senate". Los Angeles Times. Retrieved 2019-09-12. Late Tuesday, separate legislation was introduced to allow a one-year delay for newspaper delivery drivers. The trade group representing California newspapers asked lawmakers to exclude delivery workers from being classified as employees, saying the move could further weaken the fiscal health of some publications. Management of the Los Angeles Times, as well as the paper's editorial board, had supported that effort, and a full-page advertisement urging changes to the legislation was published in the newspaper on Tuesday.
1 2 3 Flynn, Kerry (2019-12-19). "Publishers prepare for new California law that puts limits on freelance journalists". CNN. Archived from the original on 2019-12-27. Retrieved 2020-01-28. Two organizations that represent freelancers—American Society of Journalists and Authors and the National Press Photographers Association—sued the state of California on Tuesday, alleging that AB 5 violates the First and Fourteenth Amendments. Pacific Legal attorney Jim Manley, who is working for the plaintiff, told CNN Business that the main problem with AB 5 is it "treats journalists as second-class freelancers." "Under AB 5, writers of marketing materials, perhaps news releases, can freelance freely, but if they write articles about that same news release, they are subject to the 35-submission limit," Manley said.
1 2 Hussain, Suhauna (December 17, 2019). "Vox Media cuts hundreds of freelance journalists as AB 5 changes loom". Los Angeles Times. Archived from the original on 2019-12-26. Retrieved 2020-01-28. Vox Media will end contracts with about 200 people, including non-California freelancers who cover teams based in the state, and replace them with 20 new part-time and full-time staffers, according to a source familiar with the decision.
1 2 Said, Carolyn (2020-01-22). "Uber tests letting California drivers set own rates". San Francisco Chronicle. Archived from the original on 2020-01-22. Retrieved 2020-01-28. Uber made some major changes this month ... by showing them destinations in advance and removing any penalties for rejecting rides... Essentially those drivers now are bidding against one another for riders. Uber passengers will see only the lowest proposed fare range. If that driver rejects their ride request, they could see a new, higher fare range, as Uber would then show the request to the next-cheapest driver.
This page is based on this Wikipedia article Text is available under the CC BY-SA 4.0 license; additional terms may apply. Images, videos and audio are available under their respective licenses.
