DOL's Rule Narrows Scope of Independent Contractor Classification
Labor, Employment and Benefits attorney Timothy Taylor was mentioned in an SHRM article discussing the U.S. Department of Labor's (DOL) new independent contractor rule and its potential impacts. The final rule establishes a six-factor test for determining worker classification, prompting concerns from legal professionals about potential misclassification lawsuits and adverse effects on gig workers. Mr. Taylor expressed concerns about the rule leading to significant challenges for businesses and independent workers, especially within industries like construction.
"The new rule is both extremely vague for businesses yet extremely inflexible for the independent workforce," he said. "The last 20 years have seen dynamic technological advancements that let people work where they want, when they want, for whom they want, as much as they want. The new rule threatens that progress for workers."