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.
Join a panel of labor and employment team members from McGuireWoods for an overview of the new rule and practical steps for evaluating related corporate risk.
- New DOL “totality of the circumstances” contractor test
- Key differences in the new 2024 test, compared to DOL’s prior tests
- Tips and traps for employers when reevaluating FLSA coverage status
For more information or questions, please contact Laura Pickert at [email protected].
Our programs are intended for the benefit of our clients and contacts and we reserve the right to refuse any registration at our sole discretion.