Unpacking the New Independent Contractor Final Rule and Employee Classification

Unpacking the New Independent Contractor Final Rule and Employee Classification: Steps Employers Can Take
The U.S Department of Labor has revised its guidance regarding the classification of workers as employees or independent contractors. In addition, there have been developments affecting the classification of employees as exempt or not exempt from minimum wage and overtime requirements. Under the DOL’s revised guidance, more workers will likely be classified as employees rather than independent contractors. Misclassification of a worker can prove to be costly for employers: potential damages include unpaid wages, overtime, and benefits, and double damages are available under the Fair Labor Standards Act. Employers need to be aware of the implications and risks created by misclassification of employees as independent contractors or as exempt from wage and hour laws.
Please join us on Thursday, May 2, 2024, at 1:00pm (ET) for an informative 30-minute free webinar, during which David Gabor and Katherine Brustowicz will talk about the updated guidance in the final rule and its impact on employers. David will share some steps that employers can take to alleviate risk and will also discuss developments regarding employee classification. David and Katherine will share information that will help employers ensure they have the tools to properly classify workers.
What you will learn:
• What are the changes to the DOL’s guidance;
• What prompted the changes to the guidance;
• What are the risks created by the changes to the guidance;
• What are the potential damages if an employee is misclassified as an independent contractor;
• What are steps an employer can take to review its classification of independent contractors;
• What are some of the recent developments regarding classification of exempt and non-exempt employees;
• What are the risks of misclassifying an employee as exempt; and
• How should an employer audit for employee classification purposes.
Who will benefit:
• HR professionals
• Business owners
• Executives
• Managers and supervisors
• In-house counsel