Sets a two-part test for whether a worker is an independent contractor or an employee under federal wage and labor law, and bars certain factors from being used to find employee status.

• Treats a worker as an independent contractor if the company does not significantly control how the work is done and the worker has entrepreneurial opportunities and risks, such as managerial skill or professional judgment.
• Bars using legal compliance requirements, stricter-than-standard health and safety rules, insurance requirements, or contract performance deadlines to find that a worker is an employee.
• Applies the same test to employee classification under the National Labor Relations Act.
• Applies to classification decisions made on or after the date of enactment.

• Education and Workforce Committee (House)

Labor and Employment