February 23, 2024 | Client Alert
In its now seemingly endless ping-ponging over the proper considerations for independent contractor status - depending upon which political party is in the White House - the U.S. Department of Labor (“DOL”) last month announced its new final rule. This rule revises the test for determining whether workers are properly considered to be employees or independent contractors under the Fair Labor Standards Act (“FLSA”).CCM’s attorneys provide our clients with risk-avoidance strategies in the continually evolving landscape of labor and employment law. And they resolve workplace disputes with pragmatic, results-oriented objectives. We advise employers and individual clients on all legal matters affecting the employment relationship, including:
- Employment, severance, and non-competition agreements
- Trade secrets audit, compliance, and protection
- Administrative agency claims before the Equal Employment Opportunity Commission and Illinois Department of Human Rights
- Training to prevent workplace harassment, discrimination, and retaliation
- Title VII of the Civil Rights Act
- Americans with Disabilities Act
- Family and Medical Leave Act
- Fair Labor Standards Act, including wage-and-hour regulatory compliance and defense of class and collective actions
- Occupational Health and Safety Act
- Personnel policies and employee handbooks
- Independent contractors and misclassification claims
- Executive compensation, including equity incentive plans
- Immigration
- Internal investigations and whistleblower claims