On January 1, California Assembly Bill 5,which significantly limits the circumstances under which a company can classify its workers as independent contractors, takes effect.1 The passage of this legislation may be echoed in other states as well, among them New York, Washington State, Oregon, and New Jersey.2 “No matter what ultimately results from the new law in California,” says Cowden Associates President/CEO Elliot Dinkin, a nationally known expert in actuarial, compensation, and employee benefits issues, “we are going to see a new level of attention—and in some cases scrutiny—given to employer-employee relationships in 2020 and beyond.”
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