The Protect App-Based Drivers and Services Act allows gig economy companies like Uber, Lyft and DoorDash to classify their drivers as independent contractors under certain conditions.
Four new laws boost New Jersey's capacity to investigate and enforce misclassification of independent contractors and further increase the penalties for misclassification.
Without the new rule, the longstanding "economic realities test" will remain the standard for determining independent contractor status under the Fair Labor Standards Act (FLSA).
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.
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.
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.
News: HR guidance on legally classifying and managing independent contractors under federal tax and employment laws.
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