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2024 Independent Contractor Rule - DOL 'Final Rule' - HR ALERTS

2024 Independent Contractor Rule - DOL 'Final Rule'

HR Alerts : Vida HR Knowledge Center
Effective: March 11, 2024

As a reminder, the Department of Labor’s (DOL) issued a new ruling on independent contractor classifications, which officially went into effect this March.


Key Changes to Note

The new ruling seeks to clarify how to classify workers correctly—a fundamental aspect of employment that affects everything from overtime pay to benefits eligibility. It introduces a balanced approach to determining whether a worker is an independent contractor or an employee, emphasizing the "totality of the circumstances" rather than overweighing certain factors.


For a detailed breakdown of the new factors and what they mean for your business, we encourage you to revisit our comprehensive discussion on this topic which was featured in our February newsletter and Blog. You can read the full article here: LINK


Why This Matters

Correct classification influences compliance with the Fair Labor Standards Act (FLSA) and impacts your business’s operational and financial strategies. Misclassification can result in significant legal consequences and financial penalties.


Next Steps for Employers:

  1. Review Your Classifications: Assess whether any of your current contractor arrangements might be affected by the new ruling.

  2. Plan Adjustments if Necessary: If reclassification is needed, ensure that changes are clearly communicated and documented to maintain transparency and compliance.

Get day-to-day updates on 2024 Independent Contractor Rule - DOL 'Final Rule', visit the Vida HR Knowledge Center (Vida HR Clients Exclusive).


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