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What Employers Need to Know About DOL Employee Classification Rules

The much-anticipated independent contractor final rule issued by the U.S. Department of Labor (DOL) that became effective on March 11, 2024, is the next step in the evolution of employer/employee/independent contractor.

The new rule is likely to result in a wholesale reexamination of worker classification practices, especially in industries where independent contractors are extensively utilized.

The following video features labor & employment attorney Cliff Hammond as he discusses:

  • The DOL six factor test that utilizes a review and analysis which assesses the “totality of circumstances” to establish whether a worker is an independent contractor or an employee.
  • How the new rule differs from previous rules.
  • Steps employers and businesses need to take to respond to the new rule.
  • The consequences of classifying an employee as an independent contractor.
  • Other legal updates on the horizon to keep an eye out for.

Click the thumbnail to view the following video. This video is for general information purposes only and is NOT LEGAL ADVICE. Individuals viewing this video should consult an attorney prior to taking any action to determine how this information may apply to a specific situation.

Categories: Employment, Labor Relations, Liability


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