Karen & Michael Quigley

Client Testimonials

“I have been a business
and personal insurance
client since 2007.  I am
extremely pleased with the
guidance and direction
Karen, Michael, and Amy
have provided. They are
very knowledgeable, and
have taken extra time to
find the best coverage at
the best price for me. 
Further, they helped me
when we had a theft at our
office.  I feel very fortunate
to have them as my agents,
and am glad they are now
patients of mine.”

Dr. Gregory O’Connor,
Malibu Eye Center

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“We have been a client
of the agency since 1998. 
Elmer and Michael have
always been very responsive
and helpful in guiding us to
the best coverage for our
business package and
workers compensation
policies.  We very much
appreciate their advice, and
highly recommend their
services.”

Holly Drew, Office Manager
First Care Medical Center

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Contact Us

New Law Regarding Independent Contractors- January 2012

Our CPAs and clients, Benko and Piane, recently
sent us a letter regarding new California Senate
Bill 459 (SB 459) which is effective January 1, 2012. 
Given its applicability to all small business owners,
we decided to summarize it below for you via this newsletter:

• This law impacts all businesses which employ independent contractors by making it unlawful to engage in “willful misclassification” of an individual as an independent contractor when they should be classified as an employee of the business.  Our Agency point of view on this is that the State wants these individuals covered by employer workers compensation policies immediately and eventually mandatory employer health insurance plans beginning in 2014. 

• Any employers who are found to have engaged in misclassification will be required “to display prominently” for one year on their websites a notice to employees and the general public announcing, among other things, that the employer “has committed a serious violation of law by engaging in willful misclassification of employees.”  The notice must be signed by a corporate officer.

 

• Violation of the law carries a civil penalty between $5,000 and $15,000 for each violation.  If the employer is found to have engaged “in a pattern or practice of violations”, the civil penalty is increased to $10,000 and $25,000 per violation.  The law does not define the term “pattern or practice”.

If you are currently employing independent contractors, we recommend you contact an accountant or attorney who is experienced in employment practice law.  The State has drafted descriptions of who should be an “employee”, and who should be classified as an “independent contractor”.  Even with these definitions, it is still wise to consult with a professional who specializes in this field.

Please contact us if you would like to discuss this new law.  We will be glad to refer you to several of our clients who have expertise in this field.
Our referral policy: when you refer someone for insurance and we write them a policy, we will send you a check for $50.

 

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