Driven for Success

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When a truck driver stops moving, that doesn't always mean they're done working. For trucking companies operating under California's piece-rate pay rules, time spent on required tasks outside of driving may need to be paid separately.

In this episode of Driven for Success, Mike Ritzema explains California's non-productive time requirements, why they matter for mileage-paid drivers, and how trucking companies can avoid costly payroll mistakes.

You'll learn how activities like pre-trip inspections, paperwork, detention, and waiting for instructions can affect driver pay—and why a driver's total paycheck doesn't automatically prove compliance with California's wage and hour rules.

Mike also explains the difference between customer detention charges and driver compensation, how non-productive time should be tracked, and why accurate payroll records and detailed pay stubs are important.

If your trucking company operates in California or pays drivers for work covered by California's piece-rate rules, this episode explains what you should review to make sure your payroll process accounts for the work your drivers perform.

Learn more and access trucking payroll resources at TruckingPayroll.com.

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Paying your truck drivers well doesn't automatically mean your payroll is compliant with California law. Even a competitive mileage rate can create problems if you're not properly accounting for all the work your drivers perform.

In this episode of Driven for Success, Mike Ritzema breaks down common California truck driver payroll mistakes and how trucking companies can avoid them. He covers which drivers may be subject to California's pay stub requirements, why mileage pay alone may not be enough, how nonproductive time should be handled, and the importance of accurate records and clear pay stubs.

Whether your trucking company is based in California or simply operates there, this episode will help you understand what to look for in your payroll process and why paying drivers correctly involves more than just getting the numbers right.

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Can a truck driver choose to be paid as a 1099 contractor? Does having an LLC make them an independent contractor? What if they own or lease their truck? And can you pay the same driver as both a W-2 employee and a 1099 contractor?

In Season 2, Episode 10 of Driven for Success, Mike Ritzema wraps up our 1099 vs. W-2 series by answering 14 common questions trucking company owners ask about driver classification.

Mike explains why a driver's preference, a signed contract, or an LLC doesn't automatically determine their classification. He also discusses what changes when a driver owns their truck, when switching between W-2 and 1099 may be appropriate, and how misclassification can lead to back taxes, penalties, and other costly problems.

In this episode, you'll learn:

• Why drivers cannot simply choose to be 1099 contractors.
• How LLCs, contractor agreements, and truck ownership affect classification.
• When a driver can legitimately switch between W-2 and 1099.
• How misclassification can lead to audits, penalties, and back taxes.
• What to do if you're unsure how to classify your drivers.

Not sure whether your drivers should be W-2 employees or 1099 contractors? Visit truckingpayroll.com and explore our free driver classification resources.

At Superior Trucking Payroll Service, our mission is simple: Help Trucking Families.

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Realizing your truck drivers should be W-2 employees is one thing. Actually making the switch without creating confusion, payroll problems, or losing drivers is another.

In this episode of Driven for Success, Mike Ritzema walks through how trucking companies can move drivers from 1099 to W-2 the right way. He covers choosing a clean conversion date, preparing payroll and workers’ comp, adjusting compensation, explaining the change to drivers, using per diem, and reviewing that critical first W-2 payroll.

If you know your current setup needs to change, this episode gives you a practical roadmap for making the transition while protecting trust with your drivers.

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Paying a truck driver on a 1099 is not automatically wrong—but calling an employee an owner-operator can create serious problems.

In this episode of Driven for Success, Mike Ritzema breaks down what a legitimate owner-operator relationship actually looks like. He explains why owning a truck or signing an independent contractor agreement is not enough, and why financial risk, operating expenses, independence, and control matter when determining worker classification.

Mike also walks through the differences between company drivers and true owner-operators, discusses how lease-purchase arrangements fit into the picture, and explains why worker classification should be based on the actual working relationship—not the tax form you want to use.

If your trucking company uses 1099 drivers, owner-operators, or lease-purchase drivers, this episode will help you understand what questions you should be asking before deciding how someone should be classified.

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Paying a truck driver as a 1099 contractor can seem straightforward—until someone determines that driver should have been classified as a W-2 employee.

In this episode of Driven for Success, Mike Ritzema explains what can happen after a driver is misclassified and why simply switching them to W-2 going forward may not solve the entire problem.

You’ll learn how driver misclassification can create issues involving back payroll taxes, unemployment claims, workers’ compensation, wage and hour laws, employee benefits, and even other drivers who were paid under the same arrangement.

Mike also explains who can challenge a worker’s classification, why a signed independent contractor agreement may not be enough, and what trucking companies should do if they realize they may have a classification problem.

If your trucking company pays drivers as 1099 contractors—or has done so in the past—this episode explains the risks you need to understand before someone else starts asking questions.

Learn more and access trucking payroll resources at TruckingPayroll.com.

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Most trucking companies that misclassify a 1099 driver don't get caught because of a random IRS audit. They get caught because something happens — a driver gets fired, a driver files for unemployment, someone gets hurt on the job, or a pay dispute ends up in front of an attorney.

In this episode, Mike Ritzema breaks down the five most common ways trucking companies end up with their 1099 vs. W-2 driver classifications under a microscope: unemployment claims, workplace injuries, relationships that end badly, wage disputes, and tax questions. He also explains why one driver's complaint can expose your classification practices across your entire fleet — and walks through the exact questions you should be asking about your own 1099 drivers before someone else asks them for you.

This is part of an ongoing series on 1099 vs. W-2 truck drivers. Catch up on the rest of the series, including what misclassification can cost you, at truckingpayroll.com/podcast.

In this episode:

• Why "my driver wanted to be 1099" doesn't protect you legally
• The 5 most common triggers for a misclassification investigation
• Why unemployment claims are one of the easiest ways this issue surfaces
• How one driver's claim can put your entire fleet's classification practices at risk
• The one question to ask about every 1099 driver relationship you have

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"I can't afford to put my drivers on W-2." I hear that a lot, but most owners saying it have only looked at half the math.

In this episode, I break down what a truck driver actually costs, not just what you pay them, on both sides of the 1099 vs. W-2 decision. We go line by line through employer Social Security and Medicare taxes, unemployment insurance, workers' compensation, and benefits, then show how properly structured per diem can meaningfully lower the real cost of a W-2 driver.

I also flip the comparison around: why a legitimate 1099 contractor shouldn't be pricing their services the same as your W-2 driver's wage, and why "the cheapest number on the payroll report" isn't the same as the cheapest way to run your trucking company.

If you're trying to decide between 1099 and W-2 based on cost alone, this episode gives you the real numbers to run before you decide.

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 Paying a driver on a 1099 doesn't make them an independent contractor — and a lot of trucking companies are one audit away from finding that out. In this episode, Mike Ritzema breaks down the 8 most common mistakes trucking companies make when classifying drivers as 1099 contractors, from thinking the driver can "choose" their own status, to relying on a signed contractor agreement, to treating 1099 and W-2 drivers exactly the same. If you're paying any drivers as independent contractors, this episode is the gut-check test to see if that classification would actually hold up. 

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 Can a trucking company legally pay a driver as a 1099 independent contractor? 

Yes. But issuing a 1099 doesn't make someone an independent contractor.

In this episode of Driven for Success, Mike Ritzema explains what actually matters when determining whether a truck driver can legally be classified as a 1099 contractor.

We cover why a driver's preference doesn't determine classification, why an independent contractor agreement isn't enough, the importance of looking at the actual working relationship, and the difference between a driver who simply receives a 1099 and someone who is truly operating an independent business.

Mike also shares real-world examples from trucking companies that show how easily a 1099 arrangement can start looking like an employer-employee relationship.

The key question isn't, "Can I pay this driver on a 1099?" It's, "Is this driver actually an independent contractor?"

If your trucking company uses 1099 drivers, this is a distinction you need to understand.