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.
The US Department of Labor (DOL) has withdrawn a Fair Labor Standards Act (FLSA) regulation listing 134 different types of establishments that lack a "retail concept" and therefore were considered to be categorically ineligible for the classified salespersons exemption.
A federal judge has denied Uber and Postmates' request for an injunction blocking enforcement of AB5, California's law that reclassifies most independent contractors as employees.
New Jersey has enacted a host of pro-employee laws recently, including a broad expansion of the state's WARN Act and much stronger employer penalties for misclassifying workers.
Under amended regulations adopted by the Washington State Department of Labor & Industries (L&I), the minimum salary level or fee basis for executive, administrative and professional will increase sharply over the next eight years.
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 © 2020 LexisNexis Risk Solutions Group
© 2020 LexisNexis Risk Solutions Group.