Fighting Back
To help preserve the Independent Contractor (IC) model, a group of stakeholders has come together to create the TIE coalition. The purpose of the coalition is to educate policymakers on the value of the independent contractor model, identify successful independent contractors who can share their stories, and coordinate efforts amongst the companies, trade associations, and other participants. We are engaging Congress to ensure they understand the role the IC driver plays in the economy, their states, and also their districts. We are bringing in drivers to meet with members of Congress and share their stories as entrepreneurs and members of our communities.
We Need Your Help
Members of Congress want to hear from you! Contact your Member of Congress and let them know how the Independent Contractor model gives you the freedom to run your business as you see fit. Let them know that the proposed rule could have a devastating impact on your business and on the country’s supply chain.
Independent Contractors
The reclassification of Independent Contractors emerged in 2019 after national labor unions in California successfully pushed legislation that significantly restricts the ability of an employer to classify workers as contractors instead of employees. The legislation known as AB5 has devastated the independent contractor community and forced thousands of drivers out of the state or forced them to hire attorneys to obtain their own DOT operating authority. Building upon the momentum of the passage of AB5, Big Labor has come to Washington and has won another effort to force independent contractors to become employees with the hope of turning those employees in to dues-paying union members.
Help Our Truck Drivers
This new Department of Labor rule replaces a straightforward, common sense approach to classification with a complicated six-factor test to determine whether a worker qualifies as an independent contract. The six factors are:
· Opportunity for profit or loss depending on managerial skill
· Investments by the worker and the potential employer
· Degree of permanence of the work relationship
· Nature and degree of control
· Extent to which the work performed is an integral part of the potential employer’s business; and
· Skill and initiative.
These factors, however, are not exhaustive and the rule allows the Department of Labor to consider other relevant factors in making a determination. For more information on the rule, please see this analysis from the law firm of Nixon Peabody.
Truckers Integral to Our Economy or TIE
We are uniting for the preservation of the Independent Contractor business model.
Fighting Back
If we all stand together, we can make our voices heard and STOP reclassification from disrupting our supply chain and the economy.
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