Connect with us

West

These new government contracting rules will put parents, caregivers, seniors out of work

Published

on

These new government contracting rules will put parents, caregivers, seniors out of work

NEWYou can now listen to Fox News articles!

Studying how government regulations affect women’s employment is a priority of the organization that I run, Independent Women’s Forum. Now, rather than reviewing data and economic reports, we have become a case study of how ill-advised policies hurt women. 

We are working with human resources consultants and lawyers to address this topic from an unfortunate angle: How many women will we have to let go when the new Department of Labor independent contracting rule takes effect? 

Guidance from the Society of Human Research Management encapsulates the challenge: “The most basic question about the employment relationship is whether a worker is, in fact, an employee or an independent contractor. As with so many employment law issues, the answer is “it depends.” 

The new Department of Labor regulations are meant to reduce the number of contractor relationships and push more people into working as traditional employees. (Getty)

Advertisement

It depends not only on the particulars of the work relationship, but on which government entity is asking the question, since “even courts have admitted that the distinction is not always clear.”

BIDEN ADMIN’S GIG WORKER RULE FACING GROWING PUSHBACK

The legal distinctions aren’t clear, but what is clear is that the new Department of Labor regulations are meant to reduce the number of contractor relationships and push more people into working as traditional employees. 

With an estimated 25% to 35% of workers involved in some way in the “gig economy,” this means that this new law will have an enormous impact on all of us – as workers, employers and consumers. 

The new Department of Labor regulations require employers to consider six factors to determine who can be a contractor: the employer’s level of control over how the work is done; the worker’s opportunity for profit or loss; the level of skill required; how long the relationship will last; the worker’s investment in equipment or materials; and how integral the work is to the employer’s core business. 

Advertisement

The legal guidance is to err on the side of caution, which means that contracting should be allowed only if the employee meets every test and requirement. What does this all mean in practice for an employer like me? 

BIDEN ADMIN SPREADING CALIFORNIA’S WAR ON GIG WORKERS TO REST OF COUNTRY

Currently, Independent Women’s Forum (IWF) engages more than 20 independent contractors. Some are policy experts who cover issues for us with occasional writing; others help with fundraising and accounting services; and others are high-impact consultants who help us implement major new projects. 

Who can I keep and who must I let go? Like most other nonprofits, IWF cannot afford to offer every current contractor a full-time position. In fact, we will have to let most go if that is our only choice. 

Yet more importantly, most of our contractors do not want a full-time job with us, or with any other employer. Sadly, this is a factor that the Department of Labor doesn’t seem interested in at all. 

Advertisement

Most independent contractors value their independence and ability to control their schedules. They don’t want to depend on one employer, but would rather have a variety of relationships so they never risk being unemployed. 

CONGRESS GEARS UP FOR BIPARTISAN CHALLENGE TO BIDEN LABOR POLICY

Many independent contractors we have engaged quit full-time positions to become caregivers. They sought opportunities like what we offer to stay engaged in their fields, have an intellectual outlet, and enjoy camaraderie with colleagues, while contributing to the family finances. 

They don’t want the pressure of short-term deadlines and in-person meetings; they don’t want to have to track time and explain about sick kids or field trips. 

Can we continue to offer these work relationships? Maybe, although the guidance that contractors cannot “perform similar work of employees” makes it fraught. 

Advertisement

Certainly it seems prudent for us now to offer contractors only short-term contracts. I’m advised to not “issue business cards;” “pay expense;” offer “continued education training;” or even, “invite or permit contractors to attend company parties or special events intended for employees.” 

CLICK HERE FOR MORE FOX NEWS OPINION

That’s a real loss of collaboration, productivity, and expansion of our influence. It also seems simply mean when so many workers, especially those balancing caregiving and careers, crave the community and validation of an association.

Businesses across the country are reviewing their own contracts just like we are. They are talking to lawyers who will invariably urge caution, which means eliminating work opportunities for contractors. 

We saw the results when California adopted strict rules (AB5) for contracting in 2019. According to a study by the Mercatus Institute, self-employment fell by 10.5% in affected occupations, and overall employment in those sectors fell by 4.4%. 

Advertisement

Why is the Department of Labor making it so hard for employers to offer truly flexible working opportunities? Why do they ignore how many people – not just parents of young kids, but also caregivers to the elderly, those approaching retirement, the disabled, people with health issues, and students – want nontraditional work opportunities and will drop out of the workforce rather than be forced into traditional employment? 

Like so many of the other questions generated by these onerous new rules, these don’t have good answers.

CARRIE LUKAS

Advertisement

Read the full article from Here

Continue Reading
Click to comment

Leave a Reply

Your email address will not be published. Required fields are marked *

This site uses Akismet to reduce spam. Learn how your comment data is processed.

San Francisco, CA

San Francisco mayor says he convinced Trump in phone call not to surge federal agents to city

Published

on

San Francisco mayor says he convinced Trump in phone call not to surge federal agents to city


San Francisco Mayor Daniel Lurie told CBS News Friday that he was able to convince President Trump in a phone call several months ago not to deploy federal agents to San Francisco.

In a live interview with “CBS Evening News” anchor Tony Dokoupil, Lurie, a moderate Democrat, said that the president called him while he was sitting in a car.

“I took the call, and his first question to me was, ‘How’s it going there?’” Lurie recounted.

In October, sources told CBS News that the president was planning to surge Border Patrol agents to San Francisco as part of the White House’s ongoing immigration crackdown that has seen it deploy federal immigration officers to cities including Los Angeles, Chicago, New Orleans and most recently, Minneapolis.

Advertisement

At the time, the reports prompted pushback from California officials, including Lurie and California Gov. Gavin Newsom.

However, shortly after that report, Mr. Trump announced that he had called off the plan to “surge” federal agents to San Francisco following a conversation with Lurie.

“I spoke to Mayor Lurie last night and he asked, very nicely, that I give him a chance to see if he can turn it around,” the president wrote in a Truth Social post on Oct. 23. The president also noted that “friends of mine who live in the area called last night to ask me not to go forward with the surge.”

“I told him what I would tell you,” Lurie said Friday of his October call with Mr. Trump. “San Francisco is a city on the rise, crime is at historic lows, all economic indicators are on the right direction, and our local law enforcement is doing an incredible job.”

Going back to the pandemic, San Francisco has often been the strong focus of criticism from Republican lawmakers over its struggles in combatting crime and homelessness. It was voter frustration over those issues that helped Lurie defeat incumbent London Breed in November 2024.

Advertisement

Lurie, however, acknowledged that the city still has “a lot of work to do.”

“I’m clear-eyed about our challenges still,” Lurie said. “In the daytime, we have really ended our drug markets. At night, we still struggle on some of the those blocks that you see.”

An heir to the Levi Strauss & Co. fortune, Lurie also declined Friday to say whether he supports a proposed California ballot initiative that would institute a one-time 5% tax on the state’s billionaires.

“I stay laser-focused on what I can control, and that’s what’s happening here in San Francisco,” Lurie said. “I don’t get involved on what may or may not happen up in Sacramento, or frankly, for that matter, D.C.”



Advertisement

San Francisco mayor says proposed wealth tax is just “a theoretical issue at this point”

01:51



Source link

Continue Reading

Denver, CO

Here’s how the NFL typically handles the top seeded team’s Divisional Round schedule

Published

on

Here’s how the NFL typically handles the top seeded team’s Divisional Round schedule


As the number one seed in the AFC, the Denver Broncos could end up playing on either Saturday or Sunday. It all comes down to which teams win during Wild Card weekend.

Head Coach Sean Payton was asked about the potential Divisional Round schedule and he said nothing is finalized. However, the NFL has been known to follow a certain schedule that could end up with the Broncos playing on Saturday if either the Buffalo Bills or Los Angeles Chargers win on Sunday and they’d play the following Sunday only if they had to wait until Monday for the outcome of the Houston Texans and Pittsburgh Steelers game.

The other thing with that extra week off is about preparation. One of the better questions the media asked of Payton on Friday was whether or not they do more advanced scouting on potential opponents they have not yet played this season.

“Look, there are four options,” Payton said. “One is in the division. We’ve played one two years in a row—or it feels like that with Houston. Buffalo. We’ll break down kind of all four and then look at… We’ll have personnel reports on the four… You do have enough time to look at third down, look at personnel packages, study situational football. I think that’s pretty common when you look at playoff history. A lot of times, you end up with a division team sometimes in the first round. I know that’s happened a number of times over the years with me. It’s hard to gauge how these other games are going to go not having spent much time looking at New England. [We’ve] seen Jacksonville. It’s one of those where you just watch them. You’re working while you watch them. You’re working on each plan, and then you go from there.”

Advertisement

I came away feeling like Payton and the Broncos know two of their potential opponents fairly well. The other two will get some high level review, but nothing super deep as there just isn’t enough time. That is saved for this coming week when the opponent is finalized.

Payton and his staff have some great experience coaching in the playoffs, so this young Broncos team should be well-prepared for their football game.

Frankly, I like the idea of the Broncos getting their game out of the way early. Give Payton and his staff an extra day to begin the prep work needed for the AFC Championship game provided they come out with a win in the Divisional Round.



Source link

Advertisement
Continue Reading

Seattle, WA

Seattle Seahawks land 2 players on list of potential salary cap cuts in 2026

Published

on

Seattle Seahawks land 2 players on list of potential salary cap cuts in 2026


No matter how the playoffs go for the Seatte Seahawks, general manager John Schneider and his team are looking at a very busy offseason ahead.

In addition to their usual preparations for the 2026 NFL draft, Seattle has a ton of important players who are about to become unrestricted free agents. That list includes special teams superstar Rashid Shaheed, running back Ken Walker and defensive standouts Boye Mafe, Riq Woolen and Coby Bryant.

It’s going to be really difficult to keep that entire group together, even with a lot of cap space projected to be open in 2026. The Seahawks may have to create room with some salary cap casualties after the season is over.

Advertisement

On that note, Over the Cap has listed a pair of Seattle players as potential cap casualties. Let’s review both of them.

OLB Uchenna Nwosu

Advertisement

Dec 18, 2025; Seattle, Washington, USA; Los Angeles Rams running back Blake Corum (22) dives for a touchdown against Seattle Seahawks linebacker Uchenna Nwosu (7) in the second half at Lumen Field. | Kevin Ng-Imagn Images

Advertisement

Coming in at No. 46 on OTC’s list is veteran edge rusher Uchenna Nwosu, who has one year remaining on his contract with a cap hit just over $20 million. Nwosu has been valuable when he’s on the field but he’s also missed a ton of time due to injuries and it will be difficult to justify his cap hit with so many other players to pay.

Seattle can save a little over $11.5 million if they cut Nwosu, before June 1 or after. However, they would also take on a dead money hit north of $8.5 million, which takes a lot of the flavor out of those cap savings.

In 45 games with the Seahawks, Nwosu has tallied 19.5 sacks, 52 QB hits, 24 tackles for a loss, five forced fumbles and eight pass breakups.

That’s a lot of good production across the board as an all-around defender, but he’ll turn 30 years old before next season is over and there are a lot of mouths to feed for Mike Macdonald’s defense.

Advertisement

Over the Cap projects there’s a 58.5% chance that the Seahawks will wind up cutting him. Our best guess is that will be the case, especially if they want to pursue someone like Maxx Crosby on the trade market.

K Jason Myers

Advertisement

Jan 3, 2026; Santa Clara, California, USA; Seattle Seahawks place kicker Jason Myers (5) kicks a field goal against the San Francisco 49ers during the second half at Levi’s Stadium. | Sergio Estrada-Imagn Images

Advertisement

The only other Seahawks player who made the list (at No. 77) was placekicker Jason Myers, where the team has an interesting choice to make.

Myers has been around since the 2019 season and he’s come through for them more often than not. In 117 games he’s converted 200 of 232 field goal attempts, coming out to 86.2%. On extra point attempts he’s gone 292/307 for 95.1%.

Those are very solid numbers for an NFL kicker, and when you have a solid option at this position you don’t mess with it.

Another factor working in Myers’ favor is that Seattle really can’t save all that much money by cutting him. According to OTC’s numbers the Seahawks would create $5.1 million in cap room by cutting him, with a dead money hit of $1,875,000.

Advertisement

Five million might get Seattle a decent backup for their interior offensive line, or another contributor to Mike Macdonald’s defense. It’s not enough to really move the needle for this roster, though.

Advertisement

OTC gives it a 52.5% chance that Myers will get cut, but we don’t see that happening. If they want to lower his cap hit, the Seahawks can create a little over $3 million for 2026 with an extension. That’s the only move they should be looking to make at this spot.

More Seahawks on SI stories

Seahawks’ dream trade target for 2026 has successful surgery

Advertisement

Leonard Williams on how Seahawks learned to win at home again

Advertisement

Why Seattle Seahawks legend Russell Wilson needs to call it quits

ESPN sees key Seahawks assistant as strong fit for the Falcons



Source link

Advertisement
Continue Reading

Trending