Employee or an Independent Contractor: How Cash Payments Fits Into New Jersey’s Legal Framework

Treating an employee as a “contractor” who gets a 1099

Paying part of the wages in cash and not reporting them

Payment of all wages owed on the regular payday

Compliance with minimum hourly rates, overtime, and other protections

The ABC Test And Why Paying In Cash Isn’t An Excuse In New Jersey

A. You must be free from the company’s control — in contract and in actual practice.

B. The work you perform must be outside the company’s usual course of business.

C. You must operate your own independently established business in the same type of work.

Why Cash Payments Are a Major Red Flag Of Misclassification In New Jersey

The Human Cost of NJ Misclassification When Cash Is Used

May not count toward your unemployment base period

Can reduce or eliminate the benefits you qualify for after a layoff, reduced hours, or a medical leave

Your Work Has Real Value And You Have Real Legal Rights

Misclassification in NJ When Workers Are Paid Partially in Cash: What It Means Legally

How New Jersey Views Worker Misclassification: Why It Matters For Education Sector

B. Work outside the company’s usual course of business.&nbsp;

C. Independently established business.&nbsp;

Why Misclassification Is So Common in the New Jersey’s Education Sector

The Real Impact Of Wrong Classification on New Jersey Educators

Red Flags Teachers And Tutors Should Watch For in NJ Private Education

The Wider Impact Of Wrong Classification on New Jersey’s Education Landscape

Misclassification of NJ Teachers and Tutors in Private Education Services

How New Jersey’s ABC Test Views Contractors Who Use Company Equipment

Recent Enforcements: How New Jersey Targets Contractor Misclassification Tied to Company Equipment

Expanded NJDOL’s power to issue stop-work orders and seek injunctions against employers who misclassify workers.

Increased civil penalties and allowed additional claims, including under the <a href="https://www.nj.gov/oag/insurancefraud/pdfs/fraud-prevention-act.pdf">New Jersey Insurance Fraud Prevention Act</a> when misclassification is used to evade insurance premiums.

When Company-Provided Equipment Signals an Employment Relationship Under NJ Law

Part A: Control Reflected Through Company Resources

Part C: What It Says About Independent Business Status

Other Signs You May Be Misclassified As A Contractor In NJ If You’re Using Company Equipment

Using Company Equipment as a “Contractor” In NJ? Why the Stakes Are Higher Than You Think

Common New Jersey Scenarios Where Company Equipment Signals Misclassification

Taking the Next Step Toward Protecting Your Rights When Company Equipment Signals Contractor Misclassification

When Independent Contractors Use Company Equipment: Does That Signal Misclassification in NJ

New Jersey’s Crackdown On Misclassification And How It Affects Landscaping Workers

Major Settlements Signal Enforcements Against Worker Misclassification In New Jersey

Why Worker Misclassification Is So Common In New Jersey Landscaping And Lawn Care

What Misclassification May Cost NJ Workers In Landscaping&nbsp;

How New Jersey Uses Law To Test Landscaping Workers In Misclassification Cases

What To Do If You Think You Are Misclassified In NJ Landscaping Or Lawn Care

Misclassification in NJ Landscaping and Lawn Care Services: Employee or Contractor?

New Jersey’s ABC Test And How It Impacts Entertainment Contractor

A. The worker is free from control or direction in performing the work, both in fact and under any contract;&nbsp;

B. The work is performed outside the usual course of the company’s business or outside all of its places of business; and&nbsp;

C. The worker is customarily engaged in an independently established trade or business of the same nature.

Why NJ Events And Entertainment Are High-Risk For Contractor Misclassification

Control (A). Call sheets, mandatory rehearsals and soundchecks, house rules, set lists, dress codes, branded uniforms, supervisor walkie calls, and dictated break times all point to employer control. Even reserving the right to control can fail Prong A. The same principle applies across industries: from stage crews to <a href="/blog/nj-real-estate-agents-independent-contractors-or-employees">misclassified real estate agents</a> who are tightly managed in how, when, and where they work, despite being labeled “independent.”

Course Of Business (B). A venue’s “usual course” is putting on shows; a production company’s “usual course” is producing events. Stagehands, techs, lighting designers, box office staff, merch sellers, hair and makeup artists, photographers and videographers are commonly performing core functions — not work “outside” the business.

Independently Established Business (C). Many creatives run real businesses. But if a worker relies primarily on one venue or production firm, cannot substitute freely, lacks meaningful risk of profit or loss, or does not market services to multiple clients, Prong C may fail. New Jersey materials stress that forming an LLC or signing a “contractor” agreement does not decide the issue.<a href="https://www.nj.gov/labor/myworkrights/worker-protections/independent_contractors/?utm_source=chatgpt.com">&nbsp;</a>

What Contractor Misclassification Costs New Jersey’s Entertainment Workers&nbsp;

Minimum Wage And Overtime under the New Jersey Wage and Hour Law and, where applicable, the federal Fair Labor Standards Act.

<a href="https://www.nj.gov/labor/myworkrights/leave-benefits/sick-leave/">Earned Sick Leave</a> (up to 40 hours per year for most NJ workers).

Unemployment Compensation, <a href="https://www.nj.gov/labor/myleavebenefits/worker/">Temporary Disability Insurance (TDI) And Family Leave Insurance (FLI)</a>.

Workers’ Compensation Coverage for on-the-job injuries:it may be crucial in live event work.

How New Jersey’s Enforcement Fights Misclassification

Administrative Misclassification Penalty. Up to $250 per worker for a first violation and $1,000 per worker for subsequent violations.

Worker-Focused Penalty. An additional amount paid to misclassified workers of up to 5% of the worker’s gross earnings in the prior 12 months.

Stop-Work Orders And License Actions. NJDOL can issue stop-work orders and suspend or revoke licenses necessary to operate. The agency has publicized stop-work actions and continues to announce enforcement results.

Ongoing Rulemaking And Task Force Work. In 2025, NJDOL proposed rules to <a href="https://www.nj.gov/labor/lwdhome/press/2025/20250428_ABC.shtml">codify how it interprets the ABC test</a>, and state officials highlighted continued misclassification enforcement stemming from the Governor’s Task Force. Debate is active, but the trajectory is clear: more clarity and continued crackdowns.

Flexibility Shouldn’t Mean Fewer Rights

Safeguard Your Career In The Entertainment Industry With Legal Guidance

Misclassification Risks in NJ Event and Entertainment Industries

New Jersey’s ABC Test: How It Applies To Contractors And Construction Supervisors

B: Outside The Business Or Place Of Business

You attend the contractor’s staff meetings, use their systems, and file daily logs like other supervisory employees.

The company tells clients and inspectors you are their “superintendent,” yet your checks come through as contractor pay.

You work only for one business, and the business restricts you from taking other projects.

You are paid the same rate regardless of site performance, cost control, or project outcomes, with no real business risk.

What Misclassification Costs NJ Construction Supervisors

Overtime or straight-time pay for long shifts and weekend work.

Workers’ compensation coverage if you’re injured on site.

Unemployment insurance if work slows or the project ends.

Employer payroll contributions and other benefits.

New Jersey Enforcement Of Contractor Classification: How It Affects Construction Supervisors&nbsp;

Impose civil penalties for misclassification and require workplace notices advising workers of their rights

Issue stop-work orders against non-compliant construction contractors, backed by significant daily fines

Coordinate cross-agency investigations through a statewide misclassification task force

Common Company Arguments And How New Jersey Law Looks At Them

“But The Contract Says ‘Independent Contractor.’” Labels don’t decide status. The ABC test focuses on the real working relationship — control, business integration, and independence.

“Supervisors Are ‘Management,’ Not Labor.” The test asks if your services are part of the company’s usual business and performed at its places of business, not whether you’re management or craft. Site supervision is core to construction.

“Everyone In Our Industry Uses 1099s.” CIICA was enacted because misclassification became common in construction. Widespread practice does not trump the statute.

“You Have An LLC And Your Own Tools.” Helpful paperwork and equipment don’t carry the day if you rely on a single prime, work under its direction, and don’t operate a truly independent enterprise.&nbsp;

How To File A Complaint For Misclassification Of Construction Supervisors In New Jersey

New Jersey Department Of Labor &amp; Workforce Development (NJDOL) — <a href="https://www.nj.gov/labor/wageandhour/claims-appeals-investigations/file/">Wage And Hour Division</a>. File a wage complaint online. NJDOL investigates misclassification, and it can impose penalties and issue stop-work orders. The online portal is the fastest way to start.

U.S. Department Of Labor — <a href="https://www.dol.gov/agencies/whd/contact/complaints">Wage And Hour Division (WHD)</a>. If your situation also involves federal minimum wage or overtime, you can contact the WHD. The agency lists how to file, what information to provide, and a helpline if you need to call directly.

When You Run The Job, The Law Likely Sides With You

Misclassification Among NJ Construction Supervisors: Employee or Contractor?

Fair Classification Matters For Truck Drivers In New Jersey

New Jersey’s ABC Test And How It Affects Truck Drivers Classification

A — Control. You are free from the company’s control, both in actual practice and under your contract.

B — Outside The Usual Course Or Place Of Business. The work you do is either outside the usual course of the company’s business or performed outside all of the company’s places of business.

C — Independent Business. You are engaged in an independently established business of the same nature — meaning you’re truly in business for yourself, not only working for one carrier under their conditions.<a href="https://www.nj.gov/labor/myworkrights/worker-protections/independent_contractors/?utm_source=chatgpt.com">&nbsp;</a>

Prong A (Control). Dispatch tells you when to start, where to go, what to haul, and how fast to turn loads. You can be written up or lose routes if you don’t follow the company’s rules. That looks like control.

Prong B (Usual Course Of Business). If the company’s business is transportation, hauling, last-mile delivery, or drayage — and you are the one doing that exact hauling or delivery — then you are not working “outside” the company’s usual course of business. You are the business. That typically hurts the carrier’s ability to satisfy prong B.

Prong C (Independently Established Business). If you can’t realistically haul for anyone else, can’t negotiate your own rates with other clients, and would basically lose your livelihood if this one company cut you off, New Jersey often says you are not an independently established business under prong C.<a href="https://www.nj.gov/labor/myworkrights/worker-protections/independent_contractors/?utm_source=chatgpt.com">&nbsp;</a>

Why Misclassification Hurts NJ Drivers And Other Logistics Workers

Overtime pay. If you are treated as a contractor, the company may not pay time-and-a-half when you go past 40 hours in a workweek. But under the New Jersey Wage and Hour Law and the federal <a href="https://www.dol.gov/agencies/whd/flsa">Fair Labor Standards Act (FLSA)</a>, most employees — including many drivers, dispatch-linked workers, and warehouse-based shuttle drivers — are owed overtime unless a valid exemption applies. Misclassification can erase that overtime.

Minimum wage protections. “Per route” or “per load” pay can dip below New Jersey’s minimum wage when wait time, non-driving tasks, pre-trip inspections, scanning, paperwork, and deadhead miles are factored in. If you are actually an employee, state law expects your total pay to meet or exceed New Jersey’s minimum wage for all hours worked: <a href="https://www.nj.gov/labor/wageandhour/support/faqs/wageandhourworkerfaqs.shtml">$15.49 per hour for most workers</a> as of January 2025.

Unemployment insurance. Employees pay into and can collect unemployment if laid off. Contractors generally cannot. New Jersey views misclassification as an attempt to deny those safety nets — which is one reason unemployment audits are a common entry point for enforcement.

Temporary disability and family leave insurance. New Jersey’s system provides partial wage replacement if you’re out for a non-work medical issue or caring for a family member / bonding with a new child. Workers who are called “independent contractors” often do not get those deductions taken from pay, so later they’re told they “don’t qualify.” If the state later decides you were actually an employee under the ABC test, you may be entitled to those benefits.

Workers’ compensation. True employees are generally covered if injured on the job. Contractors are told they’re on their own. In transport and logistics — where injury risk is not hypothetical — that’s a serious gap.

Legal protections against retaliation. New Jersey makes it illegal to retaliate against workers who report misclassification or wage violations to the NJDOL. The Department of Labor has said clearly that workers are protected from being penalized for filing a complaint, and that protection applies regardless of immigration status.<a href="https://www.nj.gov/labor/myworkrights/worker-protections/independent_contractors/?utm_source=chatgpt.com">&nbsp;</a>

“But We Let You Use Your Own Truck” Is Not A Legal Defense

Filing A Misclassification Complaint As A NJ Truck Driver

<a href="https://www.nj.gov/labor/">New Jersey Department Of Labor And Workforce Development (NJDOL)</a>. NJDOL has the authority to audit, demand records, assess unpaid contributions, order back wages, issue stop-work orders, and impose penalties.

<a href="https://www.dol.gov/">U.S. Department Of Labor</a> (federal). The federal Department of Labor, Wage and Hour Division, enforces the Fair Labor Standards Act (FLSA). But New Jersey’s ABC test is generally stricter than the federal “economic realities” test — in other words, the Garden State often protects “employee” in situations where federal law might still debate it.

Control And Dependence Matter More Than The Label

Find Out If You’re Misclassified Under New Jersey Law

Misclassification in NJ Transportation and Logistics Companies

Mislassification In New Jersey: Labels Don’t Decide Your Status

How Classification Of Rideshare Couriers Works Under New Jersey’s ABC Test

A — Freedom From Control. You are free from the company’s control or direction in performing the work, both in contract and in fact. In app terms, think about algorithmic dispatch, performance metrics, acceptance rates, deactivation policies, and route or timing nudges — those are all forms of control.

B — Work Outside The Usual Course Or Places Of Business. Your service is outside the company’s usual course of business or performed outside its places of business. When a platform’s core business is to connect passengers or merchants to drivers and couriers, delivery and rides are arguably the very heart of the company’s business, not something “outside” of it.

C — Independent Trade Or Business. You are customarily engaged in an independently established trade or business of the same nature that can continue even if the relationship ends — meaning you really run your own ongoing enterprise.&nbsp;

Applying The ABC Test To Ride-Share Couriers Reality

Dispatch And Metrics (A). The platform assigns or steers work via algorithms, sets cancellation and acceptance parameters, tracks ratings, and can deactivate workers — features courts and agencies often view as control.

Core Business (B). The company markets itself as a transportation or delivery solution. If riders and merchants are the customers, then transporting people and goods is the company’s usual course of business, not a side service.

Independent Enterprise (C). Many drivers and couriers do not maintain a separate business with multiple clients, an LLC marketing strategy, or a customer base independent of the app. If your income would evaporate the moment you’re deactivated, that weighs against prong C. New Jersey’s Supreme Court has stressed this independence requirement in recent decisions.

Recent New Jersey Enforcement On Misclassification

Uber — <a href="https://www.nj.gov/labor/lwdhome/press/2022/20220913_misclassification.shtml">$100 Million Payment (2022)</a>. Uber agreed to pay $100 million to New Jersey after an audit concluded it had not paid contributions for unemployment, temporary disability, and family leave because it treated drivers as contractors. The state announced the resolution in September 2022. Uber did not concede the employee point, but it paid the assessment.

Lyft — <a href="https://www.reuters.com/business/world-at-work/lyft-paid-194-million-new-jersey-over-driver-misclassifications-2025-09-18/">$19.4 Million Payment (2025)</a>. Following a state audit, Lyft paid $19.4 million to resolve findings that it misclassified more than 100,000 drivers, avoiding contributions that fund unemployment, disability, and family leave.

Ongoing Rulemaking On ABC. In 2025, the New Jersey Department of Labor and Workforce Development <a href="https://www.nj.gov/labor/lwdhome/press/2025/20250428_ABC.shtml">proposed rules to codify how the ABC test applies</a> across wage and unemployment laws — a signal that the state intends to keep using a consistent, rigorous standard for gig platforms as well as traditional employers.

Classification Benefits And Protections Rideshare Couriers May Qualify For In New Jersey

Minimum Wage And Overtime. Employees are entitled to at least the New Jersey minimum wage — <a href="https://www.nj.gov/labor/wageandhour/support/faqs/wageandhourworkerfaqs.shtml">$15.49/hour in 2025 for most workers</a>, with annual adjustments — and overtime when applicable. Tips, platform bonuses, and expenses don’t erase wage rights.

Unemployment Insurance, Temporary Disability, And Family Leave Insurance. Employees are <a href="https://www.nj.gov/labor/myleavebenefits/">covered by state programs</a> funded through payroll. Those benefits were at the center of New Jersey’s driver audits and settlements.

Earned Sick Leave. Most New Jersey employees accrue up to 40 hours of paid sick time per year; that matters for couriers who get sick or need appointments. Misclassification can block access.

Anti-Retaliation Protections. State and federal law protect you from being punished for asserting wage rights or cooperating with an investigation. Retaliation for raising misclassification concerns is unlawful.

“Federal Rules Are Changing” — But NJ’s Standard Still Governs Your State Rights

Common Pushbacks — And How New Jersey Law Views Them

“Drivers Want Flexibility.” Flexibility and employee status are not mutually exclusive. New Jersey focuses on the ABC test, not a preference survey. State officials have publicly emphasized that app-based and part-time workers can still be protected employees.

“We Only Connect Drivers And Customers.” If ride and delivery are your product, the work is within your usual course of business. That makes prong B hard to satisfy. 

“They’re Entrepreneurs.” To clear prong C, workers must operate an independently established business that can keep going without the platform. In practice, most couriers don’t run separate enterprises with multiple clients, marketing, and risk of profit or loss. 

“We Use Market Surveys And Dynamic Pricing.” Pricing models don’t answer the ABC test. The question is legal control, business integration, and independent enterprise — not what the spreadsheet says a trip is “worth”.&nbsp;

Get Legal Help For Ride-Share Misclassification In New Jersey

Are Ride-Share Couriers in NJ Still Facing Misclassification Issues?

Why Contractor Misclassification Is Common In NJ Marketing

Copywriters, content strategists, journalists and editors

Graphic designers, motion designers, and brand illustrators

Social media managers and community moderators

Project managers and traffic coordinators

Production assistants and studio technicians

The New Jersey Legal Framework: The ABC Test

A — Control: You are free from the company’s control and direction in performing the work, both in the contract and in practice.

B — Course Of Business Or Place Of Business: Your work is outside the usual course of the company’s business or performed outside the company’s places of business.

C — Independent Trade: You are customarily engaged in an independently established trade — meaning you run a real business that continues if this particular relationship ends.

Control (A): If a creative director assigns tasks, sets deadlines, reviews drafts for style and brand voice, requires daily stand-ups, and dictates tools (e.g., “use our Figma library and naming conventions”), that’s control.

Course Of Business / Place (B): Creative and strategy are the agency’s business. If you are producing client deliverables — copy, designs, media plans — you likely are in the company’s usual course of business. And if you are working in their office or inside their Slack, Asana, and ad accounts, you are not truly “outside” their place of business.

Independent Trade (C): A true contractor markets their services to the public, has multiple clients, carries business insurance, owns tools, and can lose money or profit on a project. If you rely on one agency, use only its tools, and can’t realistically work for competitors, C is shaky.

What Misclassification Costs New Jersey’s Workers

Overtime Pay: Non-exempt employees are owed overtime (time-and-a-half) for hours over 40 in a workweek. Contractors don’t get it. Those late-night pushes for pitch week may be unpaid overtime if you’re misclassified.

Minimum Wage And On-The-Clock Time: Employees must be paid at least minimum wage for all hours worked, including required pre-shift meetings, log-ins, and stand-by time.

Payroll Taxes: Employees don’t pay the employer’s share of Social Security and Medicare; misclassified workers do — out of pocket.

Unemployment Insurance: Employees can claim benefits when work dries up; contractors cannot.

Workers’ Compensation: Employees are covered for work injuries; contractors typically are not.

Earned Sick Leave: Most NJ employees accrue <a href="https://www.nj.gov/labor/myworkrights/leave-benefits/sick-leave/">paid sick time</a> — up to 40 hours per year. Contractors don’t.

<a href="https://www.nj.gov/labor/myleavebenefits/worker/fli/">Family Leave Insurance</a> and <a href="http://myleavebenefits.nj.gov/worker/tdi/">Temporary Disability</a>: Employees may access New Jersey wage-replacement benefits for their own disability or to care for family; contractors often cannot.

Retaliation Protections: Employees are protected when they complain about wages; contractors may have fewer statutory shields.

“But I Signed A Contractor Agreement”: Why That Isn’t Final

Freelance, Gig, Or Employee? Practical Examples From NJ Workplaces

The “Evergreen Freelancer” Copywriter: You clock 40–50 hours weekly for one agency, attend daily stand-ups, use their email, and are embedded on two client accounts. You invoice hourly at a steady rate for a year. That looks like employment under the ABC test.

The True Consultant: You sell strategy workshops to multiple agencies, use your own SOWs, set your calendar, and deliver defined packages at fixed prices. Your profit depends on your efficiency. That looks closer to independent contractor.

The “Permalance” Designer: You sit in the agency’s office three days a week for six months, must ask to take a day off, and can’t work for competitor shops. You build pitch decks and campaign assets with art directors’ review. This is likely employee status under New Jersey law.

<a href="https://www.nj.gov/labor/wageandhour/">New Jersey Department Of Labor And Workforce Development (NJDOL) — Division Of Wage And Hour Compliance</a>. File a wage complaint for unpaid overtime, minimum wage, or wage theft tied to misclassification: this is the primary state agency for pay and classification issues.

<a href="https://www.dol.gov/agencies/whd">U.S. Department Of Labor (Wage And Hour Division)</a>. For overlapping federal claims under the Fair Labor Standards Act, you may also contact the U.S. DOL. Federal and state agencies may sometimes coordinate.

<a href="https://www.njoag.gov/about/divisions-and-offices/division-on-civil-rights-home/">New Jersey Division On Civil Rights (DCR)</a>. While DCR primarily handles discrimination claims, it can be relevant if misclassification overlaps with bias (for example, certain groups being steered into contractor roles).

Find Out If You’re Owed Pay For Misclassification In New Jersey

Misclassification in NJ Marketing Agencies

The ABC Test: What Each Part Means For Journalists In NJ

Real-World Stakes Of Contractor Misclassification For NJ Freelance Journalists

Minimum Wage And Overtime. Employees are entitled to New Jersey’s minimum wage and (unless exempt) overtime pay after 40 hours in a week. Contractors are not. If you’re misclassified, you may be owed back pay.

Paid Benefits And Protections Tied To Employee Status. Employees may qualify for <a href="https://www.nj.gov/labor/myworkrights/leave-benefits/sick-leave/">New Jersey Earned Sick Leave</a>, and when out for family reasons, wage replacement through <a href="http://myleavebenefits.nj.gov/worker/fli/">Family Leave Insurance</a> — benefits contractors don’t typically receive.

Unemployment, Temporary Disability, And Workers’ Compensation Coverage. These systems depend on correct classification and employer contributions. Misclassification can block your access when you need it most.

Tax Withholding And Records. Payroll withholding and employer contributions are different for employees and contractors. Misclassification can create tax headaches that shouldn’t be yours to solve.

How Misclassification May Look Like In New Jersey’s Newsrooms

Recurring Shifts Like Staff. You’re scheduled for the same desk shift every week (morning headline roundups, weekend live news, nightly social) with set hours and coverage rules.

Integrated Into Core Operations. You’re added to internal Slack channels, editorial calendars, standing meetings, and the CMS with staff-level permissions — and you’re expected to be available like staff.

Editorial Control Beyond Normal Edits. Editors regularly assign your stories, dictate sources, require pre-approval of angles, and manage your day-to-day workflow — not the finished product.

Exclusive Or Near-Exclusive Work. You’re discouraged from writing for competitors, or your time is fully booked by one outlet, making other clients unrealistic.

Equipment And Identity. You use the outlet’s email address, ID badge, or press credentials; you’re introduced as “our reporter” at events.

Discipline And Performance Management. You’re warned about “attendance,” shift swaps, or performance expectations that mirror employee policies.

What Legitimate Freelance In New Jersey Often Looks Like

You pitch stories to multiple outlets and set your own writing schedule.

You’re paid per piece or per project, you choose your own tools, and you cover your own expenses.

The outlet buys finished work or a defined deliverable, not your time.

You can decline assignments without risking future work.

You maintain your own brand — website, business entity, marketing — and would keep working even if one client disappeared.

Practical Ways Freelance Journalists Can Protect Themselves

Save The Paper Trail. Retain emails, Slack messages, assignment sheets, and policy documents that show scheduling, supervision, or discipline. Note when recurring shifts started, who assigns them, what control is exerted, and how often you work exclusively for one outlet.

Track Time When It’s Really Time. If you’re being scheduled like staff, keep hours — especially when desk shifts tick past 40 hours in a week.

Document Expenses And Equipment. Note when you used the outlet’s gear or credentials versus your own.

Filing A Misclassification Complaint In New Jersey

New Jersey Department Of Labor And Workforce Development (NJDOL). You can <a href="https://www.nj.gov/labor/wageandhour/claims-appeals-investigations/file/">file a wage complaint online</a> with NJDOL for unpaid wages, overtime, or related violations — including misclassification that led to underpayment.

<a href="https://www.dol.gov/agencies/whd">U.S. Department Of Labor, Wage And Hour Division</a>. If you also have federal wage claims (for example, unpaid overtime under the FLSA), you can file with the Wage and Hour Division.&nbsp;

Calling You “Freelance” Doesn’t Decide Your Rights

Get Legal Help For Misclassification In New Jersey

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