The US Department of Labor (DOL) is issuing Notices of Proposed Rulemaking (NPRMs) rescinding the Trump administration's rules for independent contractors and joint employment under the Fair Labor Standards Act (FLSA).
The White House has issued a memo directing the US Department of Labor (DOL) to consider postponing until March 23 any rules that were finalized after the November 3 election but have not yet gone into effect.
The Supreme Court of California held that employers reasonably could have foreseen it would have established a worker-friendly "ABC test" for classifying workers.
A new rule that could make it easier for businesses to classify workers as independent contractors rather than employees is scheduled to take effect March 8 - but it is likely to be frozen and possibly replaced.
The Colorado Department of Labor and Employment (CDLE) has issued new regulations clarifying employers' obligations under a variety of labor and employment laws.
Proposition 22 will amend the state code to establish that app-based drivers are independent contractors, not employees, as long as their hiring party fulfills certain requirements that will likely be easier to meet than the "ABC test" established last year by the state legislature.
New regulations from the Pennsylvania Department of Labor & Industry (L&I) will increase the minimum salary threshold for overtime-exempt executive, administrative and professional employees.
The DOL has put forward five distinct factors to be used when determining whether a worker is an employee or an independent contractor under the Fair Labor Standards Act (FLSA).
New amendments are intended to clarify and expand the ABC test, which governs independent contractor classification under California's wage and hour, workers' compensation, unemployment insurance and labor laws.
A new regulation, which may be finalized before the end of the year, is expected to establish an employer-friendly standard for independent contractor classification.
News: HR guidance on complying with the FLSA and state employee classification requirements.
XpertHR is part of the LexisNexis® Risk Solutions Group portfolio of brands.
The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.
Copyright © 2021 LexisNexis Risk Solutions Group
© 2021 LexisNexis Risk Solutions Group.