[vc_row css_animation=”” row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” bg_color=”#6e298d” text_color=”light” class=”title-text-row” css=”.vc_custom_1605020501348{padding-top: 50px !important;padding-bottom: 50px !important;background-color: #622d50 !important;}” z_index=””][vc_column][vc_column_text]

BOP NEWSLETTER • February 2024

[/vc_column_text][vc_separator type=”small” position=”center” width_in_percentages=”yes” width=”30″ up=”20″ down=”20″ color=”#ffffff”][/vc_column][/vc_row][vc_row css_animation=”” row_type=”row” use_row_as_full_screen_section=”no” type=”grid” angled_section=”no” text_align=”center” background_image_as_pattern=”without_pattern” css=”.vc_custom_1664400144781{padding-top: 20px !important;padding-bottom: 20px !important;}” z_index=””][vc_column][vc_widget_sidebar sidebar_id=”sidebar”][/vc_column][/vc_row][vc_row css_animation=”” row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern” bg_color=”#9a55b9″ text_color=”light” row_id=”new” el_id=”new” css=”.vc_custom_1605020372298{background-color: rgba(159,124,145,0.1) !important;*background-color: rgb(159,124,145) !important;}” z_index=””][vc_column text_align=”center”][vc_empty_space height=”80px”][vc_single_image image=”2278″ img_size=”500×140″ alignment=”center” qode_css_animation=””][vc_empty_space height=”40px”][/vc_column][vc_column width=”1/6″][/vc_column][vc_column width=”2/3″][vc_empty_space height=”20px”][vc_column_text]

Minnesota: Effective Jan. 1, 2024, Pay History Ban

[/vc_column_text][vc_column_text]Employers in Minnesota may no longer ask a job applicant about their pay history beginning Jan. 1, 2024. This law is being implemented, overseen, and enforced by the Minnesota Department of Human Rights.[/vc_column_text][vc_empty_space height=”20px”][vc_column_text]

Federal: Final Rule On Determining Independent Contractor Status Issued by the Department of Labor

[/vc_column_text][vc_column_text]Issued on January 9, 2024, the new rule returns the Department of Labor (DOL) to the six-factor test, with no one factor presumed to carry more weight than another. These factors are:

1. The opportunity for profit or loss depending on managerial skill;
2. Investments by the worker and potential employer;
3. The degree of permanence of the work relationship;
4. The nature and degree of control over performance of the work and working relationship;
5. The extent to which the work performed is an integral part of the potential employer’s business; and
6. The skill and initiative of the worker.

To read the full details, click here.

According to the DOL, the 2024 rule is intended to “reduce the risk that employees are misclassified as independent contractors while providing a consistent approach for businesses that engage with individuals who are in business for themselves.”

This goes into effect March 11, 2024.[/vc_column_text][vc_empty_space height=”20px”][/vc_column][vc_column width=”1/6″][/vc_column][vc_column][vc_empty_space height=”80px”][/vc_column][/vc_row][vc_row css_animation=”” row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern”][vc_column][templatera id=”1431″][/vc_column][/vc_row]