Engaging independent contractors has many benefits for companies, but misclassifying these employees can pose significant financial risk. Companies and their counsel should stay up to date on the ...
The Eleventh Circuit Court of Appeals gave more guidance to employers on the “economic reality test” used to distinguish ...
On January 10, the U.S. Department of Labor (U.S. DOL) published its new final rule regarding the classification of independent contractors under the Fair Labor Standards Act (FLSA). The U.S. DOL ...
A new U.S. Department of Labor (DOL) rule offers guidance for employers related to determining whether to classify a worker as an employee or independent contractor under the Fair Labor Standards Act ...
To continue reading this content, please enable JavaScript in your browser settings and refresh this page. Due to the flexibility, cost and immediate access to skills ...
The U.S. Department of Labor released a proposed rule to revise how it defines independent contractors under the Fair Labor Standards Act, with a potentially problematic change that will affect ...
On Jan. 10, the U.S. Department of Labor (DOL) published final regulatory guidance addressing the classification of workers as independent contractors under the federal Fair Labor Standards Act (FLSA) ...
California has gone to great lengths to limit independent contractor relationships and recently, the City of Los Angeles, created additional hurdles to the hiring and use of independent contractors or ...
It is illegal to knowingly classify an employee as an independent contractor in order to avoid Affirmative Action recruitment efforts, and/or to avoid payments such as employment taxes and fringe ...
The rise of the gig economy has ushered in a new era of workers who seek independence and high earnings. Independent contractor jobs, offering flexibility and autonomy, have become a beacon for job ...
Some results have been hidden because they may be inaccessible to you
Show inaccessible results