The classification of workers as employees versus independent contractors has considerable implications. Employees may enjoy many legal rights, including minimum wage, overtime pay, health benefits, and protection against harassment and discrimination. Independent contractors are generally not afforded such protections. Our framework for determining the status of workers was formulated long ago to fit a now outdated labor model. The result: masses of "gig workers" in the modern workforce are left without the protections of state and federal employment laws.

Please join the Labor and Employment Law Society and UChicago Law alumna Lindsey Marcus for a discussion about approaching employment law in the new gig economy.