Greenan, Peffer, Sallander & Lally LLP’s Post

Check out Jacky’s article explaining the new DOL rule on classifying independent contractors before it goes into effect next month. 

⚠️⚠️⚠️Employers Beware⚠️⚠️⚠️ The DoL recently replaced the business-friendly Trump era rule regarding employee classifications in favor of the previous worker-centric model. If you have employees—and especially if you have independent contractors—make sure you are up to date on the latest DoL requirements. As always, please reach out if you have any questions or concerns after reading this important alert.

The U.S. Department of Labor issued a new rule on how to classify employees and independent contractors under the Fair Labor Standards Act that goes into effect on March 11, 2024. Read our latest #BeLaborThePoint blog post, "Independent Contractor or Employee? It’s Complicated" by Jacky Sanchez for more information here --> https://bit.ly/3wpTKKE #IndependentContractorRule #DOL #FLSA

Back and forth we go... Employee vs. Independent Contractor: The Labor Department released its long-expected final rule that restores independent contractor law to a “totality of the circumstances” approach. Effective March 11, 2024, the rule will require consideration of six factors to determine whether an individual is an employee – and thus entitled to wage and hour protections – or an independent contractor. https://lnkd.in/gSyV3B68

The United States Department of Labor announced a new rule for defining whether a worker is an “employee” or considered an “independent contractor” according to the Fair Labor Standards Act and it takes effect TODAY, March 11th. Misclassifying your workforce can have some serious implications for your business, including lawsuits, hefty fines, and a damaged reputation. Thankfully, the workforce experts at Per Sé Group outline the new rule, why it matters, and how to remain compliant in our new blog. A 3-minute read that could save your company hundreds of thousands. https://lnkd.in/gDVahMWf #Independentcontractor #flsa #workforcesolutions #compliance

The U.S. Department of Labor has released their final rule on independent contractor status. In this piece, my colleagues Jennifer Klausner and Angela Dunay explain the six-factor analysis to determine whether a worker is an employee or independent contractor, and how this will impact employers.  https://lnkd.in/eiBYd-Gg  #laborlaw #employmentlaw

On Jan. 9, 2024, the U.S. Department of Labor (DOL) released a final rule, effective March 11, 2024, revising the agency’s guidance on how to analyze who is an employee or independent contractor under the Fair Labor Standards Act. If this rule becomes effective, it may result in classifying a greater number of workers as employees—not independent contractors. This article provides an overview of the DOL’s new independent contractor rule and outlines how this rule may impact businesses. https://lnkd.in/d62W5DcH

Non-union #Construction industry employers: we have 60 days until this Final Rule takes effect... https://lnkd.in/gJ47mZ2D The rule has significant implications for both #union and non-union employers alike. However, the rule's addressal of joint employers' bargaining obligations indicates that construction companies, when considered joint employers, may have to engage in #CollectiveBargaining with unions or worker groups, even if they don't directly employ those workers. Fortunately for non-union employers using HCM TradeSeal, it's easy to add support for union pay, union benefits and union reporting.

As we approach Q2 of 2024, it is important that Employers stay up to date with the most recent regulation changes, especially the U.S. Department of Labor’s Final Rule changing the guidance on how workers are classified under the Fair Labor Standards Act that recently took effect on Monday, March 11, 2024. Be sure to contact me for any questions or more information on how to navigate the DOL’s new guidance and ensure your company meets regulatory requirements!

The U.S. Department of Labor has just issued its final rule on employee vs. independent contractor classification under the Fair Labor Standards Act. 📜 Effective March 11, 2024, this rule replaces the 2021 version and introduces a six-factor test for determination. 💼💡 For details on these factors and their implications, check out the full article: https://lnkd.in/gkZwZ9xP #LaborLaw #EmployeeClassification #FLSA #IndependentContractors