{"id":1441,"date":"2021-10-25T03:51:39","date_gmt":"2021-10-25T03:51:39","guid":{"rendered":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/?page_id=1441"},"modified":"2022-05-05T18:34:57","modified_gmt":"2022-05-05T18:34:57","slug":"caci-2705-affirmative-defense-to-labor-code-unemployment-insurance-code-and-wage-order-violations-plaintiff-was-not-defendants-employee-lab-code-%c2%a7-2775","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-2705-affirmative-defense-to-labor-code-unemployment-insurance-code-and-wage-order-violations-plaintiff-was-not-defendants-employee-lab-code-%c2%a7-2775\/","title":{"rendered":"CACI 2705 Affirmative Defense to Labor Code, Unemployment Insurance Code, and Wage Order Violations\u2014Plaintiff Was Not Defendant\u2019s Employee (Lab. Code, \u00a7\u20092775)"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kuuquesc-6def75fcb9cf19fc63a1858f84c0733a\">\n#top .av-special-heading.av-kuuquesc-6def75fcb9cf19fc63a1858f84c0733a{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-kuuquesc-6def75fcb9cf19fc63a1858f84c0733a .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-kuuquesc-6def75fcb9cf19fc63a1858f84c0733a .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-kuuquesc-6def75fcb9cf19fc63a1858f84c0733a av-special-heading-h1 blockquote modern-quote  avia-builder-el-0  el_before_av_hr  avia-builder-el-first '><h1 class='av-special-heading-tag '  itemprop=\"headline\"  >CACI 2705 Affirmative Defense to Labor Code, Unemployment Insurance Code, and Wage Order Violations\u2014Plaintiff Was Not Defendant\u2019s Employee (Lab. Code, \u00a7\u20092775)<\/h1><div class='av-subheading av-subheading_below'><p>California Civil Jury Instructions CACI<\/p>\n<\/div><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n<div  class='hr av-av_hr-91d7ccd583a503147498e120fee2ff9b hr-default  avia-builder-el-1  el_after_av_heading  el_before_avia_sc_search '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7\">\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 .av_searchform_wrapper{\nborder-radius:0px 0px 0px 0px;\nborder-color:#edae44;\nbackground-color:#edae44;\n}\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 #s.av-input-field{\nborder-radius:0px 0px 0px 0px;\n}\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 #searchsubmit{\nborder-radius:0px 0px 0px 0px;\n}\n#top .avia_search_element.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7 .av_searchsubmit_wrapper{\nborder-radius:0px 0px 0px 0px;\n}\n.ajax_search_response.av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7{\npadding:0px 0px 0px 0px;\nmargin:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='avia_search_element av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7  avia-builder-el-2  el_after_av_hr  el_before_av_textblock '><search><form action='https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/' id='searchform_element' method='get' class='' data-element_id='av-avia_sc_search-f7f83518637509acfac1c9900b84c1e7' ><div class='av_searchform_wrapper'><input type='search' value='' id='s' name='s' placeholder='Search CACI' aria-label='Search CACI' class='av-input-field ' required \/><div class='av_searchsubmit_wrapper '><input type='submit' value='Find' id='searchsubmit' class='button ' title='View results on search page' aria-label='View results on search page' \/><\/div><input type='hidden' name='numberposts' value='8' \/><input type='hidden' name='post_type' value='page' \/><input type='hidden' name='results_hide_fields' value='post_titles,meta,image' \/><\/div><\/form><\/search><\/div>\n<section  class='av_textblock_section av-av_textblock-e878f05c31dff72941bf1e49a00d9ff5 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><ul>\n<li><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/\">CACI Jury Instructions Index<\/a><\/li>\n<li><a href=\"https:\/\/caci-fillable-forms.crowdsourcelawyers.com\/\">App: CACI Jury Instructions Fillable Forms Word Format<\/a><\/li>\n<\/ul>\n<\/div><\/section>\n<div  class='hr av-89kh9d-f7daddad1724943e9b036cf79af2c356 hr-default  avia-builder-el-4  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kuuqvlqc-277044ec9d5728a833e34d7a68258105\">\n#top .av_textblock_section.av-kuuqvlqc-277044ec9d5728a833e34d7a68258105 .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-kuuqvlqc-277044ec9d5728a833e34d7a68258105 '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">2705\u00a0Affirmative Defense to Labor Code, Unemployment Insurance Code, and Wage Order Violations\u2014Plaintiff Was Not Defendant\u2019s Employee (Lab. Code, \u00a7\u20092775)<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] claims that [he\/she\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">\/it] is not liable for [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">specify violation(s) of the Labor Code, the Unemployment Insurance Code, and\/or wage order(s), e.g., failure to pay minimum wage<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] because [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was not [his\/her\/<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">nonbinary pronoun<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">\/its] employee, but rather an independent contractor. To establish this defense, [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] must prove all of the following:<\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">a.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] is under the terms of the contract and in fact free from the control and direction of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] in connection with the performance of the work that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was hired to do;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">b.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] performs work for [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] that is outside the usual course of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s business; and<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">c.<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">That [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] is customarily engaged in an independently established trade, occupation, or business of the same nature as that involved in the work performed for [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]. <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/span><\/p>\n<hr \/>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\"><\/h2>\n<div id=\"TRNotes_n_1\">\n<p><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">New November 2018; Revised May 2020, May 2021 <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/\">Crowdsource Lawyers<\/a><\/p>\n<p><a href=\"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\">https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci<\/a><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\"><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\">Directions for Use<\/h2>\n<div id=\"TRNotes_n_2\">\n<p>This instruction may be needed if there is a dispute as to whether the defendant was the plaintiff\u2019s employer for purposes of a claim covered by the Labor Code, the Unemployment Insurance Code, or a California wage order. (Lab. Code, \u00a7\u20092775; see\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex Operations West, Inc. v. Superior Court<\/span>\u00a0(2018) 4 Cal.5th 903, 913\u2013914, &amp; fn. 3 [232 Cal.Rptr.3d 1, 416 P.3d 1].) The defendant has the burden to prove independent contractor status. (Lab. Code, \u00a7\u20092775(b)(1);\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex, supra,<\/span>\u00a04 Cal.5th at p. 916.) This instruction may not be appropriate if the defendant claims independent contractor status based on Proposition 22 (Bus. &amp; Prof. Code, \u00a7\u20097451) or one of the many exceptions listed in\u00a0Labor Code sections 2776\u20132784. For an instruction on employment status under the\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Borello<\/span>\u00a0test, see\u00a0CACI No. 3704,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Existence of \u201cEmployee\u201d Status Disputed<\/span>.<\/p>\n<p>The rule on employment status has been that if there are disputed facts, it\u2019s for the jury to decide whether one is an employee or an independent contractor. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Espejo v. The Copley Press, Inc.<\/span>\u00a0(2017) 13 Cal.App.5th 329, 342 [221 Cal.Rptr.3d 1].) However, on undisputed facts, the court may decide that the relationship is employment as a matter of law. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex, supra,<\/span>\u00a04 Cal.5th at p. 963.) The court may address the three factors in any order when making this determination, and if the defendant\u2019s undisputed facts fail to prove any one of them, the inquiry ends; the plaintiff is an employee as a matter of law and the question does not reach the jury.<\/p>\n<p>If, however, there is no failure of proof as to any of the three factors without resolution of disputed facts, the determination of whether the plaintiff was defendant\u2019s employee should be resolved by the jury using this instruction. If the court concludes based on undisputed facts that the defendant\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">has<\/span>\u00a0proved one or more of the three factors, that factor (or factors) should be removed from the jury\u2019s consideration and the jury should only consider whether the employer has proven those factors that cannot be determined without further factfinding. <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<div class=\"SS_Note\">\n<h2 class=\"SS_HideShowSection SS_Expandable\">Sources and Authority<\/h2>\n<div id=\"TRNotes_n_3\">\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Worker Status: Employees.\u00a0Labor Code section 2775.<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe ABC test presumptively considers all workers to be employees, and permits workers to be classified as independent contractors only if the hiring business demonstrates that the worker in question satisfies each of three conditions: (a) that the worker is free from the control and direction of the hirer in connection with the performance of the work, both under the contract for the performance of the work and in fact; and (b) that the worker performs work that is outside the usual course of the hiring entity\u2019s business; and (c) that the worker is customarily engaged in an independently established trade, occupation, or business of the same nature as that involved in the work performed.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex, supra,<\/span>\u00a04 Cal.5th at pp. 955\u2013956.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cA business that hires any individual to provide services to it can always be said to knowingly \u2018suffer or permit\u2019 such an individual to work for the business. A literal application of the suffer or permit to work standard, therefore, would bring within its reach even those individuals hired by a business\u2014including unquestionably independent plumbers, electricians, architects, sole practitioner attorneys, and the like\u2014who provide only occasional services unrelated to a company\u2019s primary line of business and who have traditionally been viewed as working in their own independent business.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex, supra,<\/span>\u00a04 Cal.5th at pp. 948\u2013949.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cA multifactor standard\u2014like the economic reality standard or the\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Borello<\/span>\u00a0standard\u2014that calls for consideration of all potentially relevant factual distinctions in different employment arrangements on a case-by-case, totality-of-the-circumstances basis has its advantages. A number of state courts, administrative agencies and academic commentators have observed, however, that such a wide-ranging and flexible test for evaluating whether a worker should be considered an employee or an independent contractor has significant disadvantages, particularly when applied in the wage and hour context.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex, supra,<\/span>\u00a04 Cal.5th at p. 954.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThus, on the one hand, when a retail store hires an outside plumber to repair a leak in a bathroom on its premises or hires an outside electrician to install a new electrical line, the services of the plumber or electrician are not part of the store\u2019s usual course of business and the store would not reasonably be seen as having suffered or permitted the plumber or electrician to provide services to it as an employee. On the other hand, when a clothing manufacturing company hires work-at-home seamstresses to make dresses from cloth and patterns supplied by the company that will thereafter be sold by the company, or when a bakery hires cake decorators to work on a regular basis on its custom-designed cakes, the workers are part of the hiring entity\u2019s usual business operation and the hiring business can reasonably be viewed as having suffered or permitted the workers to provide services as employees. In the latter settings, the workers\u2019 role within the hiring entity\u2019s usual business operations is more like that of an employee than that of an independent contractor.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex, supra,<\/span>\u00a04 Cal.5th at pp. 959\u2013960, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cA company that labels as independent contractors a class of workers who are not engaged in an independently established business in order to enable the company to obtain the economic advantages that flow from avoiding the financial obligations that a wage order imposes on employers unquestionably violates the fundamental purposes of the wage order. The fact that a company has not prohibited or prevented a worker from engaging in such a business is not sufficient to establish that the worker has independently made the decision to go into business for himself or herself.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex, supra,<\/span>\u00a04 Cal.5th at p. 962.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe trial court\u2019s determination of employee or independent contractor status is one of fact if it depends upon the resolution of disputed evidence or inferences and, as such, must be affirmed on appeal if supported by substantial evidence. The question is one of law only if the evidence is undisputed. \u2018The label placed by the parties on their relationship is not dispositive, and subterfuges are not countenanced.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Espejo, supra,<\/span>\u00a013 Cal.App.5th at pp. 342\u2013343.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIt bears emphasis that in order to establish that a worker is an independent contractor under the ABC standard, the hiring entity is required to establish the existence of each of the three parts of the ABC standard. Furthermore, inasmuch as a hiring entity\u2019s failure to satisfy any one of the three parts itself establishes that the worker should be treated as an employee for purposes of the wage order,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">a court<\/span>\u00a0is free to consider the separate parts of the ABC standard in whatever order it chooses. Because in many cases it may be easier and clearer for\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">a court<\/span>\u00a0to determine whether or not part B or part C of the ABC standard has been satisfied than for\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">the court<\/span>\u00a0to resolve questions regarding the nature or degree of a worker\u2019s freedom from the hiring entity\u2019s control for purposes of part A of the standard, the significant advantages of the ABC standard\u2014in terms of increased clarity and consistency\u2014will often be best served by first considering one or both of the latter two parts of the standard in resolving the employee or independent contractor question.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex, supra,<\/span>\u00a04 Cal.5th at p. 963, italics added.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAn entity that controls the business enterprise may be an employer even if it did not \u2018directly hire, fire or supervise\u2019 the employees. Multiple entities may be employers where they \u2018control different aspects of the employment relationship.\u2019 \u2018This occurs, for example, when one entity (such as a temporary employment agency) hires and pays a worker, and another entity supervises the work.\u2019 \u2018Supervision of the work, in the specific sense of exercising control over how services are performed, is properly viewed as one of the \u201cworking conditions\u201d\u2009\u2026\u2009.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Castaneda v. Ensign Group, Inc.<\/span>\u00a0(2014) 229 Cal.App.4th 1015, 1019 [177 Cal.Rptr.3d 581].) <br class=\"avia-permanent-lb\" \/><br class=\"avia-permanent-lb\" \/><\/span><\/p>\n<hr \/>\n<\/div>\n<\/div>\n<h2 class=\"SS_Heading\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\"><span class=\"SS_ib\" data-housestyle=\"EMPHASIS_ib\">Secondary Sources<\/span><\/span><\/h2>\n<div>3 Witkin, Summary of California Law (11th ed. 2017) Agency and Employment, \u00a7\u200929A<\/div>\n<div>Chin et al., California Practice Guide: Employment Litigation, Ch. 11-B, Coverage and Exemptions\u2014In General, \u00b6\u200911:115 et seq. (The Rutter Group)<\/div>\n<div>Wilcox, California Employment Law, Ch. 250,<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">\u00a0Employment Law: Wage and Hour Disputes<\/span>, \u00a7\u2009250.13 (Matthew Bender)<\/div>\n<div>21 California Forms of Pleading and Practice, Ch. 1,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Overview of Wage and Hour Laws<\/span>, \u00a7\u20091.04 (Matthew Bender)<\/div>\n<div class=\"SS_Note\">\n<div id=\"TRNotes_n_3\"><\/div>\n<\/div>\n<\/div><\/section>\n<div  class='hr av-av_hr-91d7ccd583a503147498e120fee2ff9b hr-default  avia-builder-el-6  el_after_av_textblock  el_before_av_textblock '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-56ix81-27fca3421dcb86a3698847f162e8a46e\">\n#top .av_textblock_section.av-56ix81-27fca3421dcb86a3698847f162e8a46e .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-56ix81-27fca3421dcb86a3698847f162e8a46e '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><p><a href=\"https:\/\/crowdsourcelawyers.com\/\">CrowdSourceLawyers.com<\/a><\/p>\n<\/div><\/section>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":3,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-1441","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>CACI 2705 Affirmative Defense to Labor Code, Unemployment Insurance Code, and Wage Order Violations\u2014Plaintiff Was Not Defendant\u2019s Employee (Lab. 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