{"id":2049,"date":"2024-01-15T23:06:21","date_gmt":"2024-01-15T23:06:21","guid":{"rendered":"https:\/\/businessresourcesone.com\/?p=2049"},"modified":"2024-01-15T23:20:51","modified_gmt":"2024-01-15T23:20:51","slug":"dol-changes-independent-contractor-standards","status":"publish","type":"post","link":"https:\/\/businessresourcesone.com\/dol-changes-independent-contractor-standards\/","title":{"rendered":"DOL Changes Independent Contractor Standards"},"content":{"rendered":"\n
On January 9th, 2024, the Department of Labor (DOL) announced<\/a> it has rescinded the 2021 independent contractor rule and replaced it with analysis they believe is consistent with caselaw. <\/p>\n\n\n\n According to the DOL, “The new independent contractor rule restores restores the multi-factor analysis used by courts for decades, ensuring that all relevant facts are analyzed to determine whether a worker is an employee or an independent contractor. The rule addresses six factors that guide the analysis of a worker’s relationship with an employer, including an opportunity for profit or loss a worker might have; the financial stake and nature of any resources a worker has invested in the work; the degree of performance of the work relationship; the degree of control the employer has over the person’s work; whether the work the person does is essential to the employer’s business; and a factor regarding the worker’s skill and initiative.<\/em>” <\/p>\n\n\n\n This rule takes effect March 11th, 2024. The DOL has published a list of FAQ’s<\/a>. The final rule is 339 pages long, very technical, and likely to put you to sleep; but if you’d like to read it for yourself, here it is<\/a>.<\/p>\n\n\n\n