Understanding the NLRB’s Recent Ruling

Recently, the National Labor Relations Board (NLRB) reversed a 2019 ruling that altered the criteria for determining whether a worker is an independent contractor or an employee. This change has significant implications for freelancers and small business owners alike. The NLRB has returned to the classification system that was in place before the changes, which uses a test that considers 13 different factors to determine the nature of the relationship between the employer and the worker. You can find more information about the NLRB’s ruling here.

This change in interpretation suggests that there is now a higher chance of workers being classified as employees, which grants them protections provided by the NLRA. If you’re an employer or small business owner who hires independent contractors, it’s crucial to review your working relationships to ensure they comply with the updated standard.

What This Means for Freelancers

For freelancers, this ruling could mean a significant shift in how they are classified and the protections they are afforded. Misclassification can lead to a lack of benefits and protections that employees typically receive. If you feel you are being misclassified, it’s important to reach out for assistance. Freelancers Union is a great resource for this.

Understanding your rights and the nature of your working relationship with your clients is crucial in the freelancing world. This ruling is a reminder of the importance of staying informed and advocating for your rights as a freelancer.

Key Takeaways

• The NLRB has reversed a 2019 ruling, returning to a classification system that considers 13 different factors to determine if a worker is an independent contractor or an employee.
• This change could lead to more workers being classified as employees, granting them more protections.
• Freelancers who feel they are being misclassified can reach out to Freelancers Union for assistance.