Thanks for a great summer at Camp WOW! Hope to see you again soon.
For those concerned or confused about California's AB5 law...
Q: Does AB5 prevent my school from using Teachers On Reserve?
TOR is 100% AB5 compliant.
Always has been...always will be.
Teachers On Reserve teachers are our employees.
Always have been...always will be.
In California, it's illegal to misclassify workers as "independent contractors" when they're not.
Unethical employers do this to avoid:
Other work-based employee protections
We don't operate that way.
We made the correct ethical and legal choice when we pioneered California's first private sub pool in 1987. We've been on the right side of this issue from day one.
Here's what California says:
"When a worker is misclassified as an independent contractor, he or she is not subject to California minimum wage and overtime protection laws. Additionally, the worker has no workers' compensation coverage if injured on the job, no right to family leave, no unemployment insurance, no legal right to organize or join a union, and no protection against employer retaliation. The misclassification of workers as independent contractors creates an unfair playing field for responsible employers who honor their lawful obligations to their employees. The misclassification of workers results in a loss of payroll tax revenue to the State, estimated at $7 billion per year, and increased reliance on the public safety net by workers who are denied access to work-based protections."
Over the years, we've seen competitors come and go.
Some have chosen to call their teachers "independent contractors."
If you are considering using any other substitute teacher staffing agency, you should be aware of whether or not they are complying with California's AB5 law.