Uber, Lyft could benefit from rule that clarifies employment status
The Labor Department on Tuesday announced a proposal that could deem millions of janitors, construction workers and gig workers to be contractors rather than employees, its most ambitious step toward blessing the business practices of companies like Uber and Lyft.
Unlike employers, companies that rely on contractors don’t have to pay a minimum wage, overtime or a share of Social Security taxes, or contribute to unemployment insurance and provide workers’ compensation insurance.
The proposal is a so-called interpretive rule, not a regulation that has the force of law. But it could have significant influence were it to be finalized.
It would technically cover only laws that the Labor Department enforced, like the federal minimum wage and overtime rules.
States and other federal agencies, like the Internal Revenue Service, would be free to make their own determinations, as California has done in a recently enacted law that effectively requires companies like Uber and Lyft to classify their workers as employees.
But employers tend to follow the department’s guidance, and the determination could have influence in other contexts and jurisdictions.
Findings of employment status typically depend on a variety of factors. But in its proposed rule, the department said two would loom over all others: the extent to which a company controls how a worker performs a job; and the opportunity that a worker has to profit in the job based on initiative, rather than simply earning a steady wage.
The department said other factors could serve as additional “guideposts,” especially if the first two pointed in opposite directions. The additional factors include how much skill the work requires, and whether the relationship between the worker and the company is permanent or temporary.
“The department’s proposal aims to bring clarity and consistency to the determination of who’s an independent contractor,” Labor Secretary Eugene Scalia said in a statement.
Critics argued that the department was making it more difficult to deem a worker to be an employee rather than simply clarifying the criteria.
“It’s certainly a narrowing of the test,” said Catherine Ruckelshaus, general counsel of the National Employment Law Project, a worker advocacy group. “Employers know the rules. Workers know the rules. Employers just don’t like where the lines are between employee and independent contractor. There really isn’t very much confusion.”
While the proposed rule could affect workers in across a variety of industries, from construction to home care, the impact may be most evident in the gig economy, where a vigorous debate over workers’ employment status is playing out.
Prominent gig companies are backing a measure on the November ballot that would exempt their workers from California’s new employment law, known as Assembly Bill 5. Uber and Lyft told prospective investors in filings that treating drivers as employees would force them to rethink their business model.
Critics have said the department’s logic is flawed, noting that while gig workers have some flexibility in when and how long to work, many gig companies enforce certain performance standards through their ratings systems. These critics have also argued that it defies logic to conclude that the service a customer pays for, such as transportation in Uber’s case, is not central to the company’s business.