Pixabay image by Robert Jones. In a previous post we discussed the important role we play in legislative changes that impact us. A recent legislative change in California (AB5) put employment status in the forefront of many language professionals' minds. Changes in how an employee is defined in H.R. 842 has left many interpreters thinking about their personal preferences in relation to employment status. Within our profession and industry, there are differing opinions related to whether interpreters/translators are being properly classified by language service providers, and whether legislation should be so inflexible that it prohibits or limits interpreters/translators who prefer to operate as a sole proprietorship. H.R. 842 amends the definition of employee in the National Labor Relations Act by adding... “An individual performing any service shall be considered an employee (except as provided in the previous sentence) and not an independent contractor, unless— “(A) the ...
All of the content on this blog is written by an interpreter and translator, and is based on personal research and experience. It is written for general information purposes only and does not constitute legal advice.