Bill > SB1423

This bill establishes an alternative test for determining whether an individual having a contractual relationship with a contracting entity or through a platform is an employee or an independent contractor. The bill provides that an individual or sole proprietor providing labor or services for remuneration shall be considered an independent contractor rather than an employee if certain conditions are met, such as the services being set forth in a written contract, the individual setting their own schedule and being able to decline any offer for remuneration without penalty, and the estimated equivalent hourly rate meeting or exceeding the applicable minimum wage. The bill also requires the independent contractor to be covered by a policy for occupational accidents and to be eligible for state disability insurance and paid family leave benefits. Additionally, the bill specifies that the Labor Code, Unemployment Insurance Code, and wage orders of the Industrial Welfare Commission do not apply to the independent contractor relationships under the bill's provisions, except as expressly set forth in the bill.

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http://leginfo.legislature.ca.gov/faces/billStatusClient.xhtml?bill_id=201920200SB1423