The "Payroll Fraud Prevention Act of 2013" would amend the FLSA to impose new prohibitions, requirements, and penalties relating to categorizing a worker as being either an employee or a non-employee, but some changes would be of even-broader impact.
The U.S. Labor Department's latest proposed "worker classification" survey is an indication that the "Right to Know" initiative will include exemption-related disclosure requirements.
Our recent Forbes.com article summarizes some important points to keep in mind with respect to the federal Fair Labor Standards Act status of "contract laborers", "freelancers", "casual workers", "contract employees", or independent contractors by any other name.
We have taken the position that the Labor Department's proposed collection of information should not be cleared, approved, or undertaken.
Organizations whose operating models are based upon or incorporate independent contractors ignore the current enforcement climate at their peril.