To ensure you know how to work with an independent contractor, we’re covering eight of the most common independent contractor mistakes that businesses make.
Eight Common Independent Contractor Mistakes Read More »
There are few areas in employment law that remain in a greater state of flux than the question of who a business can properly classify as an independent contractor. The differences between federal and state law can make the question even more complex.
Interpreting New Federal Rules on Classification of Independent Contractors Read More »
Companies operating in Minnesota might be held responsible for inadequately screening their independent contractors or their employees.
Can You Be Liable for an Independent Contractor’s Negligence? Read More »
Governor Tim Walz has signed into law significant changes to Minnesota’s independent contractor and employment laws. Effective July 1, all employers, as well as their owners, risk significantly increased penalties for misclassifying employees as independent contractors. Construction industry employers, however, should be especially vigilant in ensuring their independent contractors are properly classified.
On Jan. 9, the United States Department of Labor (DOL) released details regarding its final rule on the classification of independent contractors under the Fair Labor Standards Act (FLSA), and on Jan. 10, the DOL published the rule itself, available here. DOL indicated that the intent of the new regulation was to bring the regulatory framework in line with the FLSA itself, as well as judicial precedent interpreting the law.
Determining whether an individual should be classified as an independent contractor or an employee is relatively complex, and the proper analysis has been the subject of a decades-long debate by courts and administrative agencies, with various standards utilized and evolving over time.
New Independent Contractor Classification Rule Read More »
