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Welcome mr. Jonathan judge Thank You Ward and Thank You Shannon with Basset salon solutions for having me today and gathering you all to talk about the independent contractor test changes it to California law so like Ward said we'll do the first hour just walking through the case and the tests that they've come up with in California and then we'll open up the last half hour for a QA but if any questions come up during the talk we'll try to address those but if it gets too disruptive then we'll just hold those off until the end so we can get through the material we've got a lot of material here in the written material if you need a set there's a couple up here at the front we've got some pens and highlighters there in the back a little bit about myself I'm a partner with a concern and Olsen lawyer root and Robo we're a law firm here in California we've got a hundred and eighty attorneys about 40 of us practice employment law and exclusively defend employers when they get sued by their employees a lot of the work that I do is talking to employers and talking them through the everyday situations that they face with employees and terminations and severance agreements and employee handbooks policies agreements and part of that is the whole dynamic with independent contractors so that's why Bassett had me come in to talk with you today because that's kind of my area of specialty so with that being said let's get into the materials here so on April 30th of this year the US or the California Supreme Court came down with its decision the dynamics case regarding independent contractors and what it did was change the law with regard to independent contractors from the test that we had been using for 30 years in California from what was once a multi-factor test where you would be able to weigh the different factors and make arguments one way or another to favor an employee versus independent contractor determination they've gone to a more rigid test that's somewhat simpler but very tipped in favor of employee findings so a couple of the the takeaways that I wanted to go over first before we get into the details of the case is you know where we stand with the law number one the the facts of each particular situation are still going to matter so it this doesn't mean that the independent contractor model of business is dead but it's going to be a lot more difficult to get there but the underlying facts of each particular seige situation are going to continue to matter and to continue to be argued over by attorneys number two there was always a presumption under California law that an individual working for a business was an employee and not an independent contractor and the burden of proof was always on the employer.