Newly published federal guidance may mean it will be easier for employers to classify workers as independent contractors. On May 1, the Wage and Hour Division of the DOL published guidance commenting on previous DOL rules and guidance on how to classify an independent contractor compared to an employee for purposes of FLSA compliance.
Now would be an opportune time for employers to review their independent contractor usage based on the new federal guidance, state and local wage-and-hour laws, and other common laws that help distinguish between employees and independent contractors. We provide an analysis of the evolving legal landscape in our latest employment alert.
Read more in the firm’s alert here: DOL Likely to Alter Employee vs. Independent Contractor Classification Rules Under FLSA