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On Jan. 10, 2024, the U.S. Department of Labor (DOL) published its final rule (effective March 11) on distinguishing employees from independent contractors for purposes of minimum wage and overtime pay under the federal Fair Labor Standards Act (FLSA). By narrowing the scope of who is and is not a “contractor” under a new legal test, the final rule will have a significant impact on the estimated 59 million people in the United States who perform “1099 work” – and on employer budgets.
Under the new rule, many workers currently treated as contractors will have to be reclassified as employees and, going forward, it will be more difficult to engage workers as independent contractors. This webinar will analyze the rule’s key provisions and provide valuable insights to help employers navigate the DOL’s these new ground rules on worker classification.
Learning Objectives:
Areas covered in this Training:
Why Attend this Training:
Changes are here for contractor vs. employee classification. A new rule in effect from March 11th, 2024 regarding the classification of individuals as independent contractors. Employers may find it difficult to properly classify workers as independent contractors or employees due to these changes. The Department of Labor (DOL) independent contractor rule involves a new test with a different approach to classify workers, which could present challenges. Businesses should be prepared to adapt to remain compliant.
This webinar examines DOL’s new Rule, what the requirements are to correctly classify a worker as an independent contractor and also the requirements for when a worker must be classified as an employee
Who Should Attend
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This Program has been approved for 1.5 (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute®? (HRCI®).
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