{"id":643,"date":"2021-11-18T02:09:51","date_gmt":"2021-11-18T07:09:51","guid":{"rendered":"https:\/\/katzmelinger.wpenginepowered.com\/?p=643"},"modified":"2026-03-20T18:14:18","modified_gmt":"2026-03-20T22:14:18","slug":"como-y-por-que-los-empleadores-clasifican-incorrectamente-a-los-trabajadores","status":"publish","type":"post","link":"https:\/\/katzmelinger.com\/es\/blog\/2021\/11\/how-and-why-employers-misclassify-workers\/","title":{"rendered":"C\u00f3mo y por qu\u00e9 los empleadores clasifican incorrectamente a los trabajadores"},"content":{"rendered":"<p>En los Estados Unidos existen diferentes categor\u00edas de trabajadores, como los empleados regulares, los contratistas independientes, los trabajadores aut\u00f3nomos y los trabajadores temporales. Los empleadores deben clasificar correctamente a sus trabajadores, ya que de lo contrario podr\u00edan sufrir consecuencias legales.<\/p>\n<p>Desafortunadamente, los trabajadores pueden acabar pagando el precio de la clasificaci\u00f3n incorrecta. Por lo tanto, es crucial saber c\u00f3mo y por qu\u00e9 esto ocurre.<\/p>\n<h2>C\u00f3mo los empleadores clasifican incorrectamente a los trabajadores<\/h2>\n<p>Una forma de clasificaci\u00f3n incorrecta generalmente implica contratar a los trabajadores como contratistas independientes en lugar de como empleados. Este error no es raro, ya que el proceso de clasificar a los trabajadores como empleados o contratistas independientes puede ser m\u00e1s complejo de lo que la gente espera.<\/p>\n<p>Varias\u00a0<a role=\"link\" href=\"https:\/\/www.irs.gov\/newsroom\/understanding-employee-vs-contractor-designation\" target=\"_blank\" rel=\"noopener noreferrer\" data-wpel-link=\"external\">factores diferentes<\/a>\u00a0determinar si alguien es empleado, incluyendo:<\/p>\n<ul>\n<li>\u00bfQui\u00e9n controla la labor que realiza un individuo?<\/li>\n<li>\u00bfQui\u00e9n tiene derecho a dirigir o controlar los aspectos financieros del trabajo del trabajador?<\/li>\n<li>Si el trabajador tiene libertad para prestar servicios similares para otras empresas<\/li>\n<li>La cantidad de direcci\u00f3n que recibe el trabajador<\/li>\n<li>Las percepciones sobre las interacciones entre el individuo y la empresa<\/li>\n<\/ul>\n<p>Estos factores ayudan a las partes a tener una mejor idea de si un trabajador es empleado o contratista independiente. Sin embargo, el hecho es que hay margen de interpretaci\u00f3n y subjetividad. En otras palabras, no siempre resulta evidente.<\/p>\n<p>Sin embargo, incluso cuando alguien cumple con los criterios para ser empleado, algunos empleadores clasifican intencionalmente a los trabajadores de manera incorrecta.<\/p>\n<p>Tambi\u00e9n debemos se\u00f1alar otra forma de clasificaci\u00f3n err\u00f3nea: cuando el empleador clasifica a un empleado como exento de los salarios por horas extras. En estas circunstancias, los empleadores pueden obligar a los empleados que en realidad no est\u00e1n exentos a pagarles horas extras.<\/p>\n<h2>\u00bfPor qu\u00e9 hacen esto?<\/h2>\n<p>Los empleadores suelen clasificar incorrectamente a los trabajadores por razones financieras. Una de las razones principales es la elegibilidad para trabajar horas extras.<\/p>\n<p>Adem\u00e1s, contratar a alguien como contratista independiente significa que el empleador no tiene que pagar prestaciones ni retener impuestos. Estas responsabilidades recaen en el contratista independiente.<\/p>\n<p>Pero cuando estos trabajadores est\u00e1n sujetos al mismo control y a las mismas expectativas que los empleados, el empleador deber\u00eda hacer estos pagos.<\/p>\n<h2>Respuesta a las alegaciones de clasificaci\u00f3n err\u00f3nea<\/h2>\n<p><a role=\"link\" href=\"https:\/\/katzmelinger.com\/es\/areas-de-practica\/derecho-laboral\/reclamaciones-de-salarios-y-horas\/\" target=\"_blank\" rel=\"noopener noreferrer\" data-wpil=\"url\" data-wpil-url-old=\"aHR0cHM6Ly9rYXR6bWVsaW5nZXIuY29tL3ByYWN0aWNlLWFyZWFzL2VtcGxveW1lbnQtbGF3L3dhZ2UtaG91ci1jbGFpbXMtZW1wbG95ZWVzLw==\" data-wpel-link=\"external\">Desclasificaci\u00f3n laboral<\/a>\u00a0Puede ser intencional o no, pero siempre es incorrecto y puede violar los derechos de los trabajadores.<\/p>\n<p>Los empleadores podr\u00edan enfrentar cargos y sanciones por evasi\u00f3n fiscal por violaciones a las normas de jornada laboral; los trabajadores podr\u00edan sufrir p\u00e9rdidas significativas en forma de salarios o beneficios por horas extras no pagados.<\/p>\n<p>Los trabajadores preocupados por la clasificaci\u00f3n err\u00f3nea deber\u00edan consultar a un abogado para obtener m\u00e1s informaci\u00f3n. Hacerlo antes en lugar de despu\u00e9s permite a los empleadores corregir voluntariamente los errores de clasificaci\u00f3n y minimizar el impacto que tiene la clasificaci\u00f3n err\u00f3nea en los empleados.<\/p>","protected":false},"excerpt":{"rendered":"<p>There are different categories of workers in the U.S., including regular employees, independent contractors, freelancers, and seasonal workers. Employers must classify their workers correctly, or there can be legal consequences. Unfortunately, workers can ultimately pay the price for misclassification. Therefore, it is crucial to know how and why this happens. How employers misclassify workers One [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"page_builder":"","footnotes":""},"categories":[5],"tags":[],"class_list":["post-643","post","type-post","status-publish","format-standard","hentry","category-employment-law-for-employees"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How and why employers misclassify workers | Katz Melinger PLLC<\/title>\n<meta name=\"description\" content=\"There are different categories of workers in the U.S., including regular employees, independent contractors, freelancers, and seasonal workers. Employers must classify their workers correctly, or there can be legal consequences. Unfortunately, workers can ultimately pay the price for misclassification. 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