Delivery Drivers

Baron & Budd is currently accepting cases against companies in certain states for current and former employees who are independent contractor, but their wages depend exclusively on one company, and they have little control over their schedule. Based on data reviewed by Baron & Budd, certain delivery drivers may not have received appropriate compensation or benefits for all time worked.

If you are a delivery driver for companies such as Amazon, Instacart, Uber, Lyft, TaskRabbit, or DoorDash, and you believe you may have been wrongfully labeled as an independent contractor, please call us or get started online to learn more about your potential rights.

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Call: 866-378-9929

The distinction between classifying a worker as an independent contractor or an employee is critical. Incorrect classification can result in unfair working conditions and significant financial losses to workers.

Upwork, a global freelancing platform where businesses and independent professionals connect and collaborate remotely, revealed in a 2017 report that about 57.3 million Americans, or 36 percent of the workforce, are now freelancing. And this rise in the number of gig economy workers has moved beyond white collar Corporate America to include a vast network of ‘independent’ delivery drivers throughout the country.

In recent years, you may have noticed a rise in the number of unmarked cars arriving at your home to drop off everything from Amazon Prime packages to groceries. Chances are, if you’ve used a service like Amazon Prime, InstaCart, UBER, Lyft, TaskRabbit, or DoorDash recently, your delivery person wasn’t identified as an employee of the company you paid. Instead, many companies who rely on these delivery drivers label them as so-called independent contractors.

In the context of delivery drivers, many of these workers have little control over their schedules. They will work exclusively for many months or even years for the same company, contribute little financial investment to the work, other than a vehicle, and may ultimately be employees under state or federal law instead of independent contractors, even if they signed an independent contractor agreement. For these workers, it is critical to closely re-evaluate their relationship with their employer and how they are currently classified. When misclassified workers do not take this important step, they may be missing out on substantial unpaid compensation that would ultimately help their individual bottom line.

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