With the exception of one claim, the trial court did not abuse its discretion in denying class certification in this wage and hour case. Plaintiffs claimed that the employer misclassified them as independent contractors. While the proper classification of the workers was a common question, the trial court did not abuse its discretion in holding that the common issue did not predominate as to the plaintiff’s minimum wage, overtime, meal and rest break and expense reimbursement claims because on all of those claims liability depended on issues other than classification on which individual evidence was required given the unique nature of the employment–to solicit signatures on ballot propositions. However, on the claim for failure to provide wage statements, common questions predominated because there was no issue other than classification which the plaintiffs needed to prove to establish the claim.