Employee or Independent Contractor: How to Avoid Misclassification and Comply with the DOL’s New FLSA Administrative Guidance

report Employee or Independent Contractor: How to Avoid Misclassification and Comply with the DOL’s New FLSA Administrative Guidance

You Will Learn:

  • The extent of this AI, its legal reach, and what steps you should take to comply
  • Steps you need to take to avoid misclassification
  • Summary of the Economic Realities Test
Download the complete report in PDF format
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“Most workers are employees under the FLSA’s broad definitions.”

On July 15, 2015 the DOL’s Wage and Hour Division (WHD) issued its first Administrator’s Interpretation (AI) on the Fair Labor Standards Act (FLSA) in more than a year, focusing independent contractors and employee classification under the FLSA.

What does this mean for you?

You need to carefully review your independent contractor relationships against the interpretations in the AI and re-evaluate the independent contractor relationships vulnerable to the DOL’s broad interpretation.

Introducing – Employee or Independent Contractor: How to Avoid Misclassification and Comply with the DOL’s New FLSA Administrative Guidance – a powerful resource you can use to ensure your organization is in compliance with the DOL’s AI on the FLSA.

Learning Objectives

Jam-packed with compliance guidelines, this 49 page guide explores the extent of this AI, its legal reach, and what steps you should take to comply.

  • Authority and Weight of the Administrator’s Interpretation
  • Misclassification of Employees
  • Economic Realities Test
  • Application of the Factors
  • Classification of Independent Contractors; Economic Dependence
  • Work Integral Part of the Employer’s Business
  • Worker’s Managerial Skill & Opportunity for Profit and Loss
  • Worker’s Relative Investment
  • Work Performed Require Special Skill and Initiative
  • Permanent or Indefinite Relationship
  • Employer Control
  • Summary of the Economic Realities Test

Product ID: 6665

Bonus Material

This essential guide also includes finger-tip access to sample materials and relevant policy information, including: 

  • Independent Contractor (Self-Employed) or Employee
  • Administrator’s Interpretation No. 2015-1 

Continuing Education Units

  • hrci

    HRCI – Receive 3 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

    “The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”

Learn How to Avoid Misclassifications & Comply with the DOL's AI for the FLSA!

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