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I am sorry to hear about this situation. Some companies will attempt to classify workers as contractors to avoid the taxes, duties, and other law related obligations that come with having employees.
The problem is that this is a case by case basis. The IRS has a "test" that it uses that has subjective factors - see HERE. Most government agencies have a similar type of test and the Courts also employ a similar method to determine status.
Now, even if you were an employee, the employer can basically fire an employee for any reason. However, amongst the exceptions to that is "public policy" - an employer cannot fire an employee if the employee brings up valid requests for rights/accommodations.
So arguably - arguably - the employer unlawfully terminate the employment under the "public policy" doctrine, but to PROVE this, someone in your situation would have to show:
1) That indeed even if classified as contractor, one was really an employee and treated as such, and
2) Was terminated for bringing this up with the employer and requesting employee rights.
Someone in your situation may wish to talk to an attorney about this, and/or, contact the Nevada Labor Commissioner HERE.
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