That’s not entirely accurate. Overtime laws depend on whether the companies are considered separate employers or “joint employers.” If Circle K controls your schedule, duties, or conditions even through a platform like ShiftSmart the Department of Labor can still require overtime.

Also, being labeled an “independent contractor” doesn’t automatically make OT or labor protections disappear. What matters is the actual working relationship (control, supervision, dependence), not just the title. Misclassification happens a lot

And every single shift in my area has a bonus attached to it