A quick list (likely much more / more complicated than this) of carveouts I could find:
accountants
architects
cartographers
copy editors
dentists
direct sales salespersons
engineers
fine artists
fishermen working on an American vessel
freelance editors
freelance writers
insurance agents
insurance inspectors
investment advisers
landscape architects
lawyers
manufactured housing salespersons
musicians involved in sound recordings or musical
compositions
musicians with single-engagement live performances
newspaper cartoonists
photojournalists
podiatrists
private investigators
producers
professional foresters
psychologists
real estate appraisers
securities broker-dealers
still photographers
surgeons
translators
veterinarians
youth sports coaches
Industries with exemptions:
appraising
auditing
competition judging
copy editing and illustrations
digital content and feedback aggregation
home inspections
insurance underwriting inspections
international and cultural exchange services
landscape architecture
manufactured housing sales
master class performance
performing arts
recording arts and music
registered professional forestry
risk management and loss control
translation of documents
You make claims that this list is shorter than other non-trivial bills. I've worked in this space trying to get things right - this is BY FAR the hardest to implement law out there. A seller wants to sell their home, as part of that they pay out of escrow for an appraiser (normally handled as a contractor) to appraise the house. Under AB5 they had to HIRE that person as an employee in most cases - they are not even setup to run payroll!
An org wants to sponsor a "fellowship" for $1,000 or $2,000 to a student and have them attend an event / do a presentation. Can't do that under AB5, they can't be 1099'ed anymore, they are below exempt comp threshold, even if you pay them as non-exempt this student has to track their hours "working" for employer, get paid overtime etc. Reality - student doesn't want to track their hours, employer doesn't care and doesn't want to have to onboard and ramp up someone for a feel good thing like a $2,000 fellowship and program is cancelled.
You hire someone to write an article. Do you want them tracking their hours, do they? Will you hire them if you might have to pay for hours and overtime and missed meal breaks while someone is at home writing this article?
accountants
architects
cartographers
copy editors
dentists
direct sales salespersons
engineers
fine artists
fishermen working on an American vessel
freelance editors
freelance writers
insurance agents
insurance inspectors
investment advisers
landscape architects
lawyers
manufactured housing salespersons
musicians involved in sound recordings or musical compositions
musicians with single-engagement live performances
newspaper cartoonists
photojournalists
podiatrists
private investigators
producers
professional foresters
psychologists
real estate appraisers
securities broker-dealers
still photographers
surgeons
translators
veterinarians
youth sports coaches
Industries with exemptions:
appraising
auditing
competition judging
copy editing and illustrations
digital content and feedback aggregation
home inspections
insurance underwriting inspections
international and cultural exchange services
landscape architecture
manufactured housing sales
master class performance
performing arts
recording arts and music
registered professional forestry
risk management and loss control
translation of documents
You make claims that this list is shorter than other non-trivial bills. I've worked in this space trying to get things right - this is BY FAR the hardest to implement law out there. A seller wants to sell their home, as part of that they pay out of escrow for an appraiser (normally handled as a contractor) to appraise the house. Under AB5 they had to HIRE that person as an employee in most cases - they are not even setup to run payroll!
An org wants to sponsor a "fellowship" for $1,000 or $2,000 to a student and have them attend an event / do a presentation. Can't do that under AB5, they can't be 1099'ed anymore, they are below exempt comp threshold, even if you pay them as non-exempt this student has to track their hours "working" for employer, get paid overtime etc. Reality - student doesn't want to track their hours, employer doesn't care and doesn't want to have to onboard and ramp up someone for a feel good thing like a $2,000 fellowship and program is cancelled.
You hire someone to write an article. Do you want them tracking their hours, do they? Will you hire them if you might have to pay for hours and overtime and missed meal breaks while someone is at home writing this article?
The list goes on.