New DOL Independent Contractor Classification Guidance: What It Means for Employers

Event ID:13393

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CD Only                 $349.00 includes recorded presentation, slides, and Q&A
Duration: 90 minutes including question and answer session.
Presenter(s): C.R. Wright, attorney at law, Fisher and Phillips LLP
Price: $349.00, CD includes full audio presentation, question and answer session and presentation slides. CD option is subject to a $5.95 handling charge.
CE Credits: This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
Who Should Attend? HR, in-house counsel, financial officers, supervisors and managers, CEOs

In recent years various state and federal agencies have been targeting employers who use independent contractors. In July 2015 the U.S. Labor Department's Wage and Hour Division (WHD) released "Administrator's Interpretation No. 2015-1" to address what it calls the problematic trend of employers misclassifying workers as independent contractors rather than as employees. This Interpretation identifies potential violations of the Fair Labor Standards Act (FLSA) resulting from such misclassification including failure to pay required minimum wage and overtime compensation.

WHD believes that most workers are employees under the FLSA and is seeking additional resources to identify possible instances of misclassification, and to investigate and take action to recover damages for workers who it finds to be misclassified. Employers must act now to understand how the new interpretation may impact business operations and worker classifications.

Please join C.R. Wright, attorney at law, to learn more about the WHD priority to crack down on independent contractor worker misclassification and what it will mean for employers.


Just a sampling of what this webinar will cover:

  • The new independent contractor classification guidance
  • How the new guidance affects current criteria for classifying workers at independent contractors
  • What to expect in the way of enforcement activity by DOL WHD
  • Why the interpretation may lead to even more of an increase in FLSA lawsuits against employers
  • What are the risks under the FLSA and other state and federal laws of using contractors, contract labor, freelancers, contract employees, or independent contractors by any other name
  • How to improve the chance of workers being found to be independent contractors in business for themselves not dependent on the entity receiving the benefit of their services


Your conference leader for “New DOL Independent Contractor Classification Guidance: What It Means for Employers” is C.R. Wright. C.R. is a partner in the Atlanta office of Fisher & Phillips LLP. C.R.’s practice includes advising clients on general labor and employment issues, handling employment-related litigation, and presenting training seminars for managers and supervisors. He also handles OSHA inspections, affirmative action audits, charges of discrimination, and wage and hour investigations. C.R. served as editor-in-chief of the Georgia State Law Review while in law school, and prior to joining Fisher and Phillips LLP, he worked in human resources for Lockheed Corporation. He also was a police officer for seven years with the Cobb County Police Department, Cobb County, Georgia where he attained the rank of sergeant. C.R. earned his J.D. from Georgia State University College of Law, Atlanta, Georgia. QUALITY COMMITMENT

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