NSBA | Search our Site

Final rule published on classifying workers as employees or independent contractors. Rescinding a 2021 independent contractor rule, the U.S. “Unfortunately, this new far-reaching standard threatens to muddy the water and make contracting relationships difficult both for small businesses employing contractors, and for the independent contractors themselves

How the New Independent Contractor Rule Will Impact Your Small Business. EDT to hear from leading labor attorney Robert Shea on what you need to know when it comes to the new Independent Contractor rule and how to avoid major regulatory penalties. RELATED | NEWS | DOL Announces Independent Contractor Rule

Watch NSBA's webinar on the New Independent Contractor Rule any time. recording to hear from leading labor attorney Robert Shea on what you need to know when it comes to the new Independent Contractor rule and how to avoid major regulatory penalties.

Labor (DOL) issued a new proposed rule to be used for determining whether a worker is an employee or a contractor duties and their opportunities for profit or loss when determining whether a worker is an employee or an independent contractor.

out of committee that would repeal changes to the threshold and standard for qualifying workers as Independent Contractors.

DOL Independent Contractor Rule Update The comment period is coming to a close for a proposed rule from Department of Labor (DOL) that would adjust how employers determine whether a worker is an employee or a contractor duties and their opportunities for profit or loss when determining whether a worker is an employee or an independent contractor.

NSBA is closely tracking overtime rule developments for impacts and effects on small business. In the last week of April 2024, the Department of Labor (DOL) released its final rule on Overtime Regulations which will have significant implications across various industries, particularly in terms of labor costs and workforce management. RELATED | NEWS | NSBA Signs Letter Opposing Rushed Overtime Regulation Changes Technically, this new standard affects eligibility criteria for overtime pay under the Fair Labor Standards Act (FLSA), outlining new criteria for determining which employees are exempt from receiving overtime pay. Those typically exempt from overtime rules include executive, administrative, professional, and other roles often referred to as "white-collar" positions; however, by the DOL’s new rule, the salary threshold determining overtime eligibility or exclusion will change: On July 1, 2024, this salary threshold will be raised to $43,888 and increase to $58,656 on Jan. 1, 2025.  Starting July 1, 2027, salary thresholds will update every three years, based on wage data and economic adjustments. NSBA stands with small-business owners and understands different regulations affect various enterprises in different ways. Federal legal challenges will likely be filed by the business community, including challenges to the new rule related to the triannual automatic adjustments. RELATED | NEWS | NSBA Signs Letter on Overtime Pay Flexibility Act Follow NSBA as we continue monitoring developments related to the new overtime rule.

Changes in overtime exemptions and independent contractor status are on hold. Independent Contractor Rule Originally due this summer, the DOL announced on June 9 that its final rule addressing the standard for determining if a worker is an employee or independent contractor under the contractor. RELATED NEWS | DOL Independent Contractor Rule Update Overtime Pay Rule At the urging of more than 100

franchisors responsible and liable for the employment practices of their franchisees, suppliers, vendors, contractors

Contractors – the DOL is weighing in once again. On Oct. 11, the U.S. proposed a rule to challenge how companies are able classify workers which have typically been considered independent contractors. A change in classification from independent contractor to employee would expand the benefits and labor contractors.

Department of Labor (DOL) that will adjust how employers determine whether a worker is an employee or a contractor contractor. Biden DOL officials said the simplified Trump independent contractor test is inconsistent with federal court decisions and would result in more workers being misclassified as independent contractors when The rule change would cost affected companies, independent contractors, and local governments $188.3

For employers who utilize independent contractors, the bill also raises the threshold for 1099 submission important reminder as well that recent Department of Labor rule changes regarding the classification of independent contractors go into effect on March 11, 2024.