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Gig EconomyStulberg & Walsh, LLP (formerly Broach &Stulberg, LLP) advises, protects and represents executives, contractors, consultants, employees and classes of employees working in the ever-expanding “gig economy.”

The “gig economy” has replaced the traditional employment relationship with precarious alternative work arrangements that often run afoul of the law and deprive workers of the stability and security normally afforded “employees,” such as regular hours, base wages, health and other benefits, and workplace protections.

In some industries, like taxi services, transportation, delivery and other personal services, the entire workforce has been transformed from “employees” to “gig workers.” The gig economy also includes individuals employed at start-ups, and in industries such as internet technology, software, gaming, personal services, media, entertainment, academia, health care, and increasingly, professional services like accounting and financial services.

Stulberg & Walsh, LLP provides representation and protection to gig workers, individually, collectively, and as members of classes, with respect to matters like:

  • Zero hour and contingent contracts;
  • Precarious, changing and part-time work schedules;
  • Misclassification as independent contractors/consultants;
  • Single/joint employer issues;
  • No base salary or benefits;
  • Overtime and other wage payment violations
  • Withholding of bonuses and deferred compensation;
  • Non-payment of payroll, workers’ compensation, FICA and other required taxes/contributions;
  • Employment-at-will and termination issues;
  • Breach of employment and consulting contracts;
  • No protection from traditional workplace regulation/standards;
  • Union and other protected, concerted activity and free speech.

Stulberg & Walsh, LLP also provides counseling concerning basic employment-related matters specific to the gig economy, such as:

  • Employment, compensation, separation, severance and consulting agreements;
  • Restrictive covenants (non-competition, non-solicitation) and confidentiality agreements;
  • Employment and consulting agreements concerning the ownership and use of intellectual property;
  • Corporate restructuring, consolidation, merger, sales and successorship;
  • Employee stock agreements.