The workforce management landscape is undergoing another major shift. The US Department of Labor’s final rule under the Fair Labor Standards Act on independent contractor classification went into effect on March 11, 2024 — proving everything that’s old is new again.
This change in independent contractor classification has far-reaching implications for businesses, staffing suppliers and industry vendors, emphasizing the necessity for a thorough understanding and strategic compliance measures to mitigate risks associated with misclassification.
Read the full guest-contributed article in the Staffing Industry Analysts The Staffing Stream for a guide to the most important factors to consider for compliance under the DOL’s independent contractor rule.
Guest-contributed article written by: Connie Wendt, Global Client Engagement at IES
Connie Wendt is the Global Client Engagement consultant and IC compliance subject matter expert at Innovative Employee Solutions (IES), a leading provider of remote and contingent workforce solutions specializing in U.S. and global Employer of Record, Agent of Record, and Independent Contractor compliance services in 150+ countries. Founded in 1974, IES is a woman-owned business, certified by the WBENC, and partners with companies to provide compliant employment solutions that empower people’s lives.
