More contractors amid the pandemic? Discover current and evolving classification rules.
Many organizations are working with more contractors as COVID-19 drives consumer demand for online shopping and home deliveries. Safety restrictions require greater effort to maintain productivity while the economic downturn discourages employers from hiring full-time staff, creating additional needs for temporary help.
The rules are changing:
- In September, The U.S. Department of Labor released proposed regulations that alter the federal FLSA test of independent contractor status.
- In California, Proposition 22 passed on November 3, exempting Uber and Lyft from treating their drivers as employees.
- Earlier this year in Pennsylvania, a judge ruled that Uber drivers are genuine independent contractors.
- Lyft drivers in Massachusetts have launched a class action suit, seeking employee benefits under the Emergency Sick Leave Act.
You need to understand the detailed and evolving rules and revisit how your workers are classified.
- What are the primary tests of independent-contractor status?
- What do the most recent court decisions reveal about the future?
- How will the new DOL rules affect your organization?
- Are additional changes expected in the Biden administration?
- How can you justify independent contractor status?
- What do gig economy workers want?
- What is organized labor doing to represent contractors?·
- What are the penalties and other liabilities for misclassification?
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