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CONTIO.tech and VACO LLC: My Experience with Misclassification and Retaliation Firing

As a former freelancer (XWF) for CONTIO.tech, a subcontractor for Google, I have firsthand experience of how problematic business practices in this industry can be. I was treated like an employee despite officially being classified as self-employed—a classic case of misclassification. When I reported this, my contract was terminated in retaliation. In this article, I share my experience and explain why this model is not only unethical but also illegal in many countries.

CONTIO.tech and VACO LLC – Who Are These Companies?

CONTIO.tech is a Business Process Outsourcing (BPO) service provider specializing in multilingual content review, moderation, and customer support. They promote services such as content curation, trust & safety content, and content & data labeling for generative AI. According to their own statements, they conduct over 27 million content reviews annually and operate in more than 20 languages.

VACO LLC, on the other hand, describes itself as an "end-to-end talent and solutions partner." They are a global company specializing in staffing, contract work, and executive search. Additionally, they provide managed services with on-, near-, and offshore capabilities. In recent years, VACO has been listed as one of the fastest-growing staffing firms.

Both companies work as subcontractors for large tech firms like Google – and this is where the problem starts.

My Experience with Misclassification

When I started working for CONTIO.tech as a freelancer, I was initially unaware that my employment status could be legally problematic. However, it quickly became clear that my "self-employment" existed only on paper. Here are some key aspects of my work arrangement:

• I was provided with a Chromebook by the client, which clearly indicated I was not truly independent.
• Fixed working hours were strictly enforced. I had no flexibility in choosing my schedule and had to adhere to predetermined working hours.
• Fixed monthly salary – instead of project-based compensation, I received a set salary of $1,700, just like a regular employee.
• Geographical restrictions – I was only allowed to work from specific locations, significantly limiting my so-called entrepreneurial freedom.
• Clear instructions and subordination – I was given specific guidelines on how to perform my work, with no autonomy in decision-making.

All these factors are classic indicators of misclassification. In many countries, including Poland and Germany and the USA , this practice is illegal and can have severe legal consequences for both the employer and the so-called "freelancer."

Retaliation Firing After Reporting the Issue

Once I realized the problematic nature of my situation, I reported my concerns. I pointed out that my work arrangement was, in reality, an employment relationship that should fall under Polish labor law. However, instead of addressing my concerns or adjusting my employment status legally, my contract was abruptly terminated.

Retaliation firings are particularly concerning because they are not only unfair but also legally actionable. The European Union introduced the Whistleblower Directive (EU 2019/1937) to prevent exactly these kinds of situations. In Germany, this directive has been implemented through the Whistleblower Protection Act (HinSchG), which prohibits retaliatory terminations against whistleblowers.

Legal Framework of Misclassification

In Poland, where I worked for CONTIO.tech, there are clear legal regulations distinguishing between self-employment and dependent employment. According to Polish labor law, a dependent employment relationship exists if:

1. The worker must follow the employer’s instructions.
2. The worker is integrated into the company's organizational structure.
3. The worker bears no financial risk.
4. The employer provides the necessary work equipment.

Since all these conditions applied to my role, I should have been classified as a regular employee—with the corresponding social benefits and labor protections.

What This Means for Other Affected Workers

I am not the only one who has experienced this issue. Many companies use freelancer models to circumvent labor laws and cut costs. Affected individuals should be aware of their rights and take action if they suspect they are misclassified.

If you find yourself in a similar situation, I recommend:

1. Document everything – Save emails, contracts, work instructions, and other evidence related to your job.
2. Learn about your rights – Different countries have different laws regarding misclassification.
3. Seek legal advice – A labor attorney can assess whether you should be classified as an employee.
4. Report the case to the relevant authorities – The EU now has whistleblower protection mechanisms in place.
5. Avoid impulsive resignations – Do not quit without first evaluating your legal position.

Conclusion

My experience with CONTIO.tech and VACO LLC highlights how misclassification in the digital workspace is a serious problem. Companies not only circumvent labor laws through this model but also expose their "freelancers" to significant risks. It is crucial for affected workers to educate themselves, stand up for their rights, and, if necessary, take legal action.

I hope my story helps others protect themselves and assert their rights. It’s time for companies to take responsibility and ensure fair working conditions for everyone.