The rights and fair pay of people employed as gig workers has been in the spotlight the last few months. There has been significant debate about whether people who work in the gig economy are true employees or if they should be paid as independent contractors. This ongoing debate as led to protests, heated discussions and continued wage and hour disputes.
The rise in the number of gig employees in Tennessee and throughout the United States is a result of the changing economy. More people get goods and services through people who work as gig employees, and most of them are employed as independent contractors. This means that they do not have a rightful claim to minimum wage or overtime pay. Many people who advocate for workers’ rights want to change how these workers are typically classified, but most employers feel differently.
Employers’ want to lower their legal and financial liability. The flipside to classifying employees as independent contractors is that they have less control over what the gig worker can and cannot do and how he or she delivers goods and services to a customer. Recently, government agencies ruled that gig workers do not qualify as employees.
For Tennessee workers, this ruling is not good news. However, any type of worker has the right to fight for his or her rights if an employer has incorrectly classified him or her or is engaging in unfair wage practices. All workers are entitled to seek a beneficial outcome to any wage and hour disputes. This includes gig workers, other types of independent contractors and employees of any classification.