{"id":1998,"date":"2021-10-25T03:54:37","date_gmt":"2021-10-25T03:54:37","guid":{"rendered":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/?page_id=1998"},"modified":"2022-05-09T17:34:32","modified_gmt":"2022-05-09T17:34:32","slug":"caci-3704-existence-of-employee-status-disputed","status":"publish","type":"page","link":"https:\/\/crowdsourcelawyers.com\/judicial-council-california-civil-jury-instructions-caci\/caci-3704-existence-of-employee-status-disputed\/","title":{"rendered":"CACI 3704 Existence of \u201cEmployee\u201d Status Disputed"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-fozjri-58ed5132c156961eb21c615e3505f392\">\n#top .av-special-heading.av-fozjri-58ed5132c156961eb21c615e3505f392{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-fozjri-58ed5132c156961eb21c615e3505f392 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-fozjri-58ed5132c156961eb21c615e3505f392 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-fozjri-58ed5132c156961eb21c615e3505f392 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 3704 Existence of <span class='special_amp'>\u201c<\/span>Employee<span class='special_amp'>\u201d<\/span> Status Disputed<\/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-2jzq6-e0ce93e97e7b0d359ee3bb1c5ef06edc 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-261jim-b4253edbc6b2aa8888fa7303e06ed3f4 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-9jkvbi-8e31c463ecc9aefeab454c3f5c36202d\">\n#top .av_textblock_section.av-9jkvbi-8e31c463ecc9aefeab454c3f5c36202d .avia_textblock{\nfont-size:20px;\n}\n<\/style>\n<section  class='av_textblock_section av-9jkvbi-8e31c463ecc9aefeab454c3f5c36202d '   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><h2 class=\"SS_Banner\">3704\u00a0Existence of \u201cEmployee\u201d Status Disputed<\/h2>\n<hr \/>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of plaintiff<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] must prove that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of agent<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s employee.<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">In deciding whether [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of agent<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s employee, the most important factor is whether [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] had the right to control how [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of agent<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] performed the work, rather than just the right to specify the result. One indication of the right to control is that the hirer can discharge the worker [without cause]. It does not matter whether [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] exercised the right to control.<\/span><\/p>\n<p><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">In deciding whether [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of agent<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]\u2019s employer, in addition to the right of control, you must consider the full nature of their relationship. You should take into account the following additional factors, which, if true, may show that [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was the employer of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of agent<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">]. No one factor is necessarily decisive. Do not simply count the number of applicable factors and use the larger number to make your decision. It is for you to determine the weight and importance to give to each of these additional factors based on all of the evidence.<\/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\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] supplied the equipment, tools, and place of work;<\/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\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of agent<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was paid by the hour rather than by the job;<\/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\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was in business;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(d)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The work being done by [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of agent<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was part of the regular business of [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of defendant<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">];<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(e)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Name of agent<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] was not engaged in a distinct occupation or business;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(f)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The kind of work performed by [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of agent<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] is usually done under the direction of a supervisor rather than by a specialist working without supervision;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(g)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The kind of work performed by [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of agent<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] does not require specialized or professional skill;<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(h)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">The services performed by [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of agent<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] were to be performed over a long period of time; [and]<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(i)<\/span><\/span><span class=\"SS_ListItemContent\"><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\">] and [<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">name of agent<\/span><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">] believed that they had an employer-employee relationship[.\/; and]<\/span><\/span><\/p>\n<p><span class=\"SS_ListLabel\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">(j)<\/span><\/span><span class=\"SS_ListItemContent\"><span class=\"SS_bf\" data-housestyle=\"EMPHASIS_bf\">[<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Specify other factor<\/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 September 2003; Revised December 2010, June 2015, December 2015, November 2018, 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 is based on\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">S. G. Borello &amp; Sons, Inc. v. Department of Industrial Relations<\/span>\u00a0(1989) 48 Cal.3d 341, 354\u2013355 [256 Cal.Rptr. 543, 769 P.2d 399]\u00a0and the\u00a0Restatement Second of Agency, section 220. It is sometimes referred to as the\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Borello<\/span>\u00a0test or the common law test. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex Operations West, Inc. v. Superior Court<\/span>\u00a0(2018) 4 Cal.5th 903, 934\u00a0[232 Cal.Rprt.3d 1,\u00a0416 P.3d 1].) It is intended to address the employer-employee relationship for purposes of assessing vicarious responsibility on the employer for the employee\u2019s acts. Most of the factors are less appropriate for analyzing other types of agency relationships, such as franchisor\/franchisee. For an instruction more appropriate to these kinds of relationships, see\u00a0CACI No. 3705,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Existence of \u201cAgency\u201d Relationship Disputed.<\/span><\/p>\n<p>Secondary factors (a)\u2013(i) come from the\u00a0Restatement section 220. (See also\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Ayala v. Antelope Valley Newspapers, Inc.<\/span>\u00a0(2014) 59 Cal.4th 522, 532 [173 Cal.Rptr.3d 332, 327 P.3d 165];\u00a0Rest.3d Agency, \u00a7\u20097.07, com. f,) They have been phrased so that a yes answer points toward an employment relationship. Omit any that are not relevant. Additional factors have been endorsed by the California Supreme Court and may be included if applicable. (See\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">S. G. Borello &amp; Sons, Inc., supra,<\/span>\u00a048 Cal.3d at pp. 354\u2013355.) Therefore, an \u201cother\u201d option (j) has been included.<\/p>\n<p><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Borello<\/span>\u00a0was a workers\u2019 compensation case. In\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex, supra<\/span><span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">,<\/span>\u00a0the court, in holding that\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Borello<\/span>\u00a0did not control the specific wage order dispute at issue, noted that \u201cit appears more precise to describe\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Borello<\/span>\u00a0as calling for resolution of the employee or independent contractor question by focusing on the intended scope and purposes of the particular statutory provision or provisions at issue.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 4 Cal.5th at p. 934.) The court also said that \u201c[t]he\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Borello<\/span>\u00a0decision repeatedly emphasizes statutory purpose as the touchstone for deciding whether a particular category of workers should be considered employees rather than independent contractors for purposes of social welfare legislation.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Id.<\/span>\u00a0at p. 935.) With respondeat superior, there is no statutory provision or social welfare legislation to be considered. (Cf.\u00a0Lab. Code, \u00a7\u20092775\u00a0[codifying\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex<\/span>\u00a0for purposes of the provisions of the Labor Code, the Unemployment Insurance Code, and the wage orders of the Industrial Welfare Commission, with limited exceptions for specified occupations].)<\/p>\n<p>A different test for the existence of \u201cindependent contractor\u201d status applies to app-based rideshare and delivery drivers. (See\u00a0Bus. &amp; Prof. Code, \u00a7\u20097451.) <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\">Principal-Agent Relationship.\u00a0Civil Code section 2295.<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Rebuttable Presumption that Contractor Is Employee Rather Than Independent Contractor; Proof of Independent Contractor Status.\u00a0Labor Code section 2750.5.<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[S]ubject to certain policy considerations, a hirer \u2026 cannot be held vicariously liable for the negligence of his independent contractors.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Blackwell v. Vasilas<\/span>\u00a0(2016) 244 Cal.App.4th 160, 168 [197 Cal.Rptr.3d 753].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhether a common law employer-employee relationship exists turns foremost on the degree of a hirer\u2019s right to control how the end result is achieved.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Ayala, supra<\/span>, 59 Cal.4th at p. 528.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cHowever, the courts have long recognized that the \u2018control\u2019 test, applied rigidly and in isolation, is often of little use in evaluating the infinite variety of service arrangements. While conceding that the right to control work details is the \u2018most important\u2019 or \u2018most significant\u2019 consideration, the authorities also endorse several \u2018secondary\u2019 indicia of the nature of a service relationship.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">S. G. Borello &amp; Sons, Inc.<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 48 Cal.3d at p. 350, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhile the extent of the hirer\u2019s right to control the work is the foremost consideration in assessing whether a common law employer-employee relationship exists, our precedents also recognize a range of secondary indicia drawn from the Second and Third Restatements of Agency that may in a given case evince an employment relationship. Courts may consider \u2018(a) whether the one performing services is engaged in a distinct occupation or business; (b) the kind of occupation, with reference to whether, in the locality, the work is usually done under the direction of the principal or by a specialist without supervision; (c) the skill required in the particular occupation; (d) whether the principal or the worker supplies the instrumentalities, tools, and the place of work for the person doing the work; (e) the length of time for which the services are to be performed; (f) the method of payment, whether by the time or by the job; (g) whether or not the work is a part of the regular business of the principal; and (h) whether or not the parties believe they are creating the relationship of employer-employee.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Ayala<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 59 Cal.4th at p. 532.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018Generally,\u2009\u2026 the individual factors cannot be applied mechanically as separate tests; they are intertwined and their weight depends often on particular combinations.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">S. G. Borello &amp; Sons, Inc.<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 48 Cal.3d at p. 351, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he Restatement guidelines heretofore approved in our state remain a useful reference.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">S. G. Borello &amp; Sons, Inc.<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 48 Cal.3d at p. 354.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWe also note the six-factor test developed by other jurisdictions which determine independent contractorship in light of the remedial purposes of the legislation. Besides the \u2018right to control the work,\u2019 the factors include (1) the alleged employee\u2019s opportunity for profit or loss depending on his managerial skill; (2) the alleged employee\u2019s investment in equipment or materials required for his task, or his employment of helpers; (3) whether the service rendered requires a special skill; (4) the degree of permanence of the working relationship; and (5) whether the service rendered is an integral part of the alleged employer\u2019s business. [\u00b6] As can be seen, there are many points of individual similarity between these guidelines and our own traditional Restatement tests. We find that all are logically pertinent to the inherently difficult determination whether a provider of service is an employee or an excluded independent contractor for purposes of workers\u2019 compensation law.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">S. G. Borello &amp; Sons, Inc.<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 48 Cal.3d at pp. 354\u2013355, internal cross-reference omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A]t common law the problem of determining whether a worker should be classified as an employee or an independent contractor initially arose in the tort context\u2014in deciding whether the hirer of the worker should be held vicariously liable for an injury that resulted from the worker\u2019s actions. In the vicarious liability context, the hirer\u2019s right to supervise and control the details of the worker\u2019s actions was reasonably viewed as crucial, because \u2018\u2009\u201c[t]he extent to which the employer had a right to control [the details of the service] activities was \u2026 highly relevant to the question whether the employer ought to be legally liable for them \u2026\u2009.\u201d\u2009\u2019 For this reason, the question whether the hirer controlled the details of the worker\u2019s activities became the primary common law standard for determining whether a worker was considered to be an employee or an independent contractor.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex, supra,<\/span>\u00a04 Cal.5th at p. 927, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A]lthough we have sometimes characterized\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Borello<\/span>\u00a0as embodying the common law test or standard for distinguishing employees and independent contractors, it appears more precise to describe\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Borello<\/span>\u00a0as calling for resolution of the employee or independent contractor question by focusing on the intended scope and purposes of the particular statutory provision or provisions at issue. In other words,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Borello<\/span>\u00a0calls for application of a\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">statutory purpose<\/span>\u00a0standard that considers the control of details and other potentially relevant factors identified in prior California and out-of-state cases in order to determine which classification (employee or independent contractor) best effectuates the underlying legislative intent and objective of the statutory scheme at issue.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Dynamex, supra,<\/span>\u00a04 Cal.5th at p. 934, original italics, internal citation omitted.)<\/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. \u2018\u2009\u201cEven in cases where the evidence is undisputed or uncontradicted, if two or more different inferences can reasonably be drawn from the evidence this court is without power to substitute its own inferences or deductions for those of the trier of fact\u2009\u2026\u2009.\u201d\u2009\u2019 The question is one of law only if the evidence is undisputed.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Linton v. DeSoto Cab Co., Inc.<\/span>\u00a0(2017) 15 Cal.App.5th 1208, 1225 [223 Cal.Rptr.3d 761].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">The burden of proving the existence of an agency rests on the one affirming its existence. (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Burbank v. National Casualty Co.<\/span>\u00a0(1941) 43 Cal.App.2d 773, 781 [111 P.2d 740].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe label placed by the parties on their relationship is not dispositive, and subterfuges are not countenanced.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">S. G. Borello &amp; Sons, Inc.<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 48 Cal.3d at p. 342.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A]lthough the Caregiver Contract signed by Plaintiff stated she was an independent contractor, not an employee, there is evidence of other indicia of employment and Plaintiff averred in her declaration that the Caregiver Contract was presented to her \u2018on a take it or leave it basis.\u2019\u2009\u2018A party\u2019s use of a label to describe a relationship with a worker \u2026 will be ignored where the evidence of the parties\u2019 actual conduct establishes that a different relationship exists.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Duffey v. Tender Heart Home Care Agency, LLC<\/span>\u00a0(2019) 31 Cal.App.5th 232, 257\u2013258 [242 Cal.Rptr.3d 460].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIt is not essential that the right of control be exercised or that there be actual supervision of the work of the agent. The existence of the right of control and supervision establishes the existence of an agency relationship.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Malloy v. Fong<\/span>\u00a0(1951) 37 Cal.2d 356, 370 [232 P.2d 241], internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018[W]hat matters is whether a hirer has the \u201clegal right to control the activities of the alleged agent\u201d\u2009\u2026\u2009. That a hirer chooses not to wield power does not prove it lacks power.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Duffey, supra<\/span>, 31 Cal.App.5th at p. 257.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cPerhaps the strongest evidence of the right to control is whether the hirer can discharge the worker without cause, because \u2018[t]he power of the principal to terminate the services of the agent gives him the means of controlling the agent\u2019s activities.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Ayala<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 59 Cal.4th at p. 531.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cThe worker\u2019s corresponding right to leave is similarly relevant: \u2018\u2009\u201cAn employee may quit, but an independent contractor is legally obligated to complete his contract.\u201d\u2009\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Ayala<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 59 Cal.4th at p. 531 fn. 2.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cA finding of employment is supported where the workers are \u2018a regular and integrated portion of [the] business operation.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Garcia v. Seacon Logix Inc.<\/span>\u00a0(2015) 238 Cal.App.4th 1476, 1487 [190 Cal.Rptr.3d 400].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cWhere workers are paid weekly or by the hour, rather than by the job, it suggests an employment relationship.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Garcia, supra,<\/span>\u00a0238 Cal.App.4th at p. 1488.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cIn cases where there is a written contract, to answer that question [the right of control] without full examination of the contract will be virtually impossible. \u2026 [\u00b6] \u2026 [T]he rights spelled out in a contract may not be conclusive if other evidence demonstrates a practical allocation of rights at odds with the written terms.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Ayala<\/span>,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">supra<\/span>, 59 Cal.4th at p. 535.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[T]he right to exercise complete or authoritative control must be shown, rather than mere suggestion as to detail. A worker is an independent contractor when he or she follows the employer\u2019s desires only in the result of the work, and not the means by which it is achieved.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Jackson v. AEG Live, LLC<\/span>\u00a0(2015) 233 Cal.App.4th 1156, 1179 [183 Cal.Rptr.3d 394].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c\u2009\u2018[T]he owner may retain a broad general power of supervision and control as to the results of the work so as to insure satisfactory performance of the independent contract\u2014including the right to inspect [citation],\u2009\u2026 the right to make suggestions or recommendations as to details of the work [citation], the right to prescribe alterations or deviations in the work [citation]\u2014without changing the relationship from that of owner and independent contractor \u2026\u2009.\u2019\u2009\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Beaumont-Jacques v. Farmers Group, Inc.<\/span>\u00a0(2013) 217 Cal.App.4th 1138, 1143 [159 Cal.Rptr.3d 102], quoting\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">McDonald v. Shell Oil Co.<\/span>\u00a0(1955) 44 Cal.2d 785, 790 [285 P.2d 902].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201cAgency and independent contractorship are not\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">necessarily<\/span>\u00a0mutually exclusive legal categories as independent contractor and servant or employee are. In other words, an agent may also be an independent contractor. One who contracts to act on behalf of another and subject to the other\u2019s control, except with respect to his physical conduct, is both an agent and an independent contractor.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Jackson, supra<\/span>, 233 Cal.App.4th at p. 1184, original italics, internal citations omitted.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[W]hen a statute refers to an \u2018employee\u2019 without defining the term, courts have generally applied the common law test of employment to that statute.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Arnold v. Mutual of Omaha Ins. Co.<\/span>\u00a0(2011) 202 Cal.App.4th 580, 586 [135 Cal.Rptr.3d 213].)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">\u201c[A] termination at-will clause for both parties may properly be included in an independent contractor agreement, and is not by itself a basis for changing that relationship to one of an employee.\u201d (<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Arnold, supra<\/span>, 202 Cal.App.4th at p. 589.)<\/span><\/p>\n<p><span class=\"SS_ListLabel\">\u2022<\/span><span class=\"SS_ListItemContent\">Restatement Second of Agency, section 220, provides: \u201c(1) A servant is a person employed to perform services in the affairs of another and who with respect to the physical conduct in the performance of the services is subject to the other\u2019s control or right to control. [\u00b6] (2) In determining whether one acting for another is a servant or an independent contractor, the following matters of fact, among others, are considered: [\u00b6] (a) the extent of control which, by the agreement, the master may exercise over the details of the work; [\u00b6] (b) whether or not the one employed is engaged in a distinct occupation or business; [\u00b6] (c) the kind of occupation, with reference to whether, in the locality, the work is usually done under the direction of the employer or by a specialist without supervision; [\u00b6] (d) the skill required in the particular occupation; [\u00b6] (e) whether the employer or the workman supplies the instrumentalities, tools, and the place of work for the person doing the work; [\u00b6] (f) the length of time for which the person is employed; [\u00b6] (g) the method of payment, whether by the time or by the job; [\u00b6] (h) whether or not the work is a part of the regular business of the employer; [\u00b6] (i) whether or not the parties believe they are creating the relation of master and servant; and [\u00b6] (j) whether the principal is or is not in business.\u201d <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>1 Levy et al.,\u00a0California Torts, Ch. 8,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Vicarious Liability<\/span>, \u00a7\u20098.03[2]\u00a0(Matthew Bender)<\/div>\n<div>2\u00a0Wilcox, California Employment Law, Ch. 30,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employers\u2019 Tort Liability to Third Parties for Conduct of Employees<\/span>, \u00a7\u200930.04\u00a0(Matthew Bender)<\/div>\n<div>21\u00a0California Forms of Pleading and Practice, Ch. 248,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employer\u2019s Liability for Employee\u2019s Torts<\/span>, \u00a7\u00a7\u2009248.15, 248.22,\u00a0248.51\u00a0(Matthew Bender)<\/div>\n<div>37\u00a0California Forms of Pleading and Practice, Ch. 427,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Principal and Agent<\/span>, \u00a7\u2009427.13\u00a0(Matthew Bender)<\/div>\n<div>10\u00a0California Points and Authorities, Ch. 100A,\u00a0<span class=\"SS_it\" data-housestyle=\"EMPHASIS_it\">Employer and Employee: Respondeat Superior,<\/span>\u00a0\u00a7\u00a7\u2009100A.25, 100A.34 (Matthew Bender)<\/div>\n<div>California Civil Practice: Torts \u00a7\u00a7\u20093:5\u20133:6 (Thomson Reuters)<\/div>\n<div class=\"SS_Note\">\n<div id=\"TRNotes_n_3\"><\/div>\n<\/div>\n<\/div><\/section>\n<div  class='hr av-7bmcry-5ed2e39015a0582d3f471ca62d02d547 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-6il9bi-d645de32116eec3e4df2765af55d6773\">\n#top .av_textblock_section.av-6il9bi-d645de32116eec3e4df2765af55d6773 .avia_textblock{\nfont-size:22px;\n}\n<\/style>\n<section  class='av_textblock_section av-6il9bi-d645de32116eec3e4df2765af55d6773 '   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-1998","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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