In a groundbreaking new decision, the California Supreme Court recently announced a significant change in independent contractor law, adopting a modified “ABC” test for determining whether an individual is an employee under the California Wage Orders. Dynamex Operations West, Inc. v. Superior Court of Los Angeles, No. S222732 (Cal. Sup. Ct. Apr. 30, 2018).
This new independent contractor test is modeled on Massachusetts’ independent contractor statute, which has been considered the strictest in the country. A brief summary of the new standard is provided below, however, as always, this column does not substitute for the advice of legal counsel.
California courts and state agencies have long applied what is known as the Borello test for determining whether a worker was an independent contractor under the Industrial Welfare Commission Wage Orders. S.G. Borello & Sons, Inc. v. Department of Indus. Relations, 48 Cal. 3d 341, 350-52 (Cal. 1989).
This flexible, multi-factor approach looked primarily at whether the hiring entity had a “right to control” the manner in which the worker performed the contracted service, along with eight other “secondary” factors, such as whether the worker was engaged in a distinct occupation or business, the skill required in the particular occupation, and whether the worker or the hiring entity supplied the tools used to perform the work and the place where the work was performed.
Despite the Borello test being used for decades for Wage Order cases, the California Supreme Court rejected it in favor of a more rigid three-factor approach, often called the “ABC” test. Under this new test, a person will be considered an independent contractor only if the hiring entity can prove all three of the following:
(A) that the worker is free from the control and direction of the hiring entity in connection with the performance of the work, both under the contract for the performance of the work and in fact;
(B) that the worker performs work that is outside the usual course of the hiring entity’s business; and
(C) that the worker is customarily engaged in an independently established trade, occupation or business of the same nature as the work performed.
The California Supreme Court offered little guidance on these three prongs. It noted that the “A” prong (freedom from control and direction) is similar to the common-law test used in Borello, asking whether the person is free from the “type and degree of control a business typically exercises over employees.”
The “B” prong (outside the usual course of the business) focuses on whether the person is “providing services to the business in a role comparable to that of an employee, rather than in a role comparable to that of a traditional independent contractor.”
And the “C” prong (independent trade, occupation, or business) asks whether the person “independently has made the decision to go into business for himself or herself,” evidenced by things such as “incorporation, licensure, advertisements, [or] routine offerings to provide the services of the independent business to the public or to a number of potential customers.”
While presenting limited substantive guidance, the Court did make clear that it intended this new ABC test to be stricter than the previous Borello test.
Notably, this new independent contractor test applies only to Industrial Welfare Commission Wage Orders. The California Supreme Court did not make any rulings about whether this test would also apply to other wage and hour laws, such as claims for reimbursement for business expenses, but the opinion suggests such laws will remain subject to the Borello standard.
It remains to be seen how California courts will apply this new independent contractor test, or if the standard or its application will be limited by federal law. Nonetheless, going forward, Central Valley employers should expect that in the future, it will be far more difficult to prove that an individual was classified as an independent contractor under California wage and hour laws.
At this time, it would be prudent to audit any independent contractor relationships in light of California’s new A-B-C test.