Understanding DOL’s New Contractor Rule: FLSA RIN 1235-AA43

Discussing the U.S. Department of Labor’s latest development: the new independent contractor classification rule under the Fair Labor Standards Act (RIN 1235-AA43).
Attorney Maureen Abbey Scorese along with Client Services Manager Arianna Gonzalez will cover the overview of the new rule, key changes and implications for employers, compliance strategies for businesses, and many more.
This session aims to provide a comprehensive understanding of the recent changes in the independent contractor classification rule, helping you navigate the evolving landscape of labor standards.
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Key moments
00:00 - Introduction
01:05 - What is the new DOL independent contractor rule 2024?
01:48 - When is the new DOL independent contractor rule effective?
02:00 - What are the factors to consider under the 2024 rule?
03:33 - What changes have been made compared to the previous rule?
04:52 - How does the new rule impact businesses and employers?
05:57 - What legal challenges, if any, are anticipated against the new DOL independent contractor rule, and how might they affect its implementation?
07:35 - How might the new rule affect contract negotiations between employers and workers classified as independent contractors?
08:40 - What steps should employers take to ensure compliance with the new DOL independent contractor rule?
10:28 - How to Classify an Employee about the new DOL independent contractor rule?
14:44 - How does the new DOL contract rule affect worker rights and protections?
16:10 - How should businesses update their contracts or policies to comply with the new DOL rule?
17:35 - How does the new rule address the gig economy and digital platforms, which heavily rely on independent contractors?
19:26 - What are the penalties for misclassification under the new rule, and how does this compare to previous standards?
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[@agmvcc]

As a musician I am REGULARLY on both sides of this coin. I am a band leader and a band member. Sometimes both on the same gig.
Our business model is NOT an employee/employer relation based model. We’re virtually all sole proprietors who work FOR ourselves WITH each other.
If they force compliance on us our industry is dead.
CA AB5 was a dumpster fire that scorched 600 plus professions and the Biden rule can only do more of the same nationally.
Everything about these policies points to making it easier for people to be classified as employees without taking into account that if you destroy the work there will be fewer and fewer employers to supply employees with jobs.
These policies are wrecking balls as was proven companies like Vox. They trumpet protections of AB5 when it was signed and laid off hundreds of IC’s when they figured out what the law would do in real world terms.