The ATA Chronicle - November/December 2022 - 9

ATA ADVOCACY
ATA Addresses Potential
Misclassification of Workers under
the Fair Labor Standards Act
New Proposed
Rule Could Classify
Independent Translators
and Interpreters as
Employees Under the
Fair Labor Standards Act
L
anguage services
companies (LSCs) and,
more broadly, companies
of all kinds, rely on the
skilled labor of translators
and interpreters working as
independent contractors.
Currently, more than 75% of
language professionals work
as independent contractors,
providing knowledge-based,
professional services that
require a high degree of
professionalism, ongoing
professional education, and
www.ata-chronicle.online
professional compensation.
Forcing language
professionals who wish to
be independent contractors
to be employees would
disrupt vital language access
services, which are protected
under federal law.
In June 2022, the U.S.
Department of Labor
(DOL) asked for input from
independent contractors
on a new potential rule for
determining employee and
independent contractor
status under the Fair Labor
Standards Act (FLSA). ATA
participated in the public
forums held by DOL.
(Read the original ATA call
to action to members about
those forums.)
On October 13, 2022,
DOL published a notice
of proposed rulemaking
(NPRM) that puts forward a
restrictive interpretation of
the " economic realities " test,
which is used to determine
an individual's status as an
employee or independent
contractor for the purposes
of the FLSA.
The new proposed
economic realities test would
include the following six
factors:
1. Opportunity for profit
or loss depending on
managerial skill
2. Investments by the
worker and the employer
3. Degree of permanence of
the work relationship
4. Nature and degree
of control
5. Extent to which the work
performed is an integral
part of the employer's
business
6. Skill and initiative
The proposed regulations,
if finalized, would expand
the coverage of the FLSA by
treating as " employees " a
large number of translators
and interpreters who, under
current law, are properly
classified as independent
contractors.
ATA has written
a statement to educate its
members and the general
public about the implications
of this proposed rule on
independent translation and
interpreting professionals.
Read the full statement on
the next page.
American Translators Association 9

https://www.regulations.gov/document/WHD-2022-0003-0001?fbclid=IwAR1GDhfZaDfoLdE-SXVLHII85qAAFl3Nsb0xA5Yj3PYvBjqhXoqb7SmyfEo https://www.regulations.gov/document/WHD-2022-0003-0001?fbclid=IwAR1GDhfZaDfoLdE-SXVLHII85qAAFl3Nsb0xA5Yj3PYvBjqhXoqb7SmyfEo https://www.regulations.gov/document/WHD-2022-0003-0001?fbclid=IwAR1GDhfZaDfoLdE-SXVLHII85qAAFl3Nsb0xA5Yj3PYvBjqhXoqb7SmyfEo https://www.atanet.org/advocacy-outreach/ata-action-alert-share-why-contractor-status-works-for-you/ https://www.atanet.org/advocacy-outreach/ata-action-alert-share-why-contractor-status-works-for-you/ https://www.atanet.org/advocacy-outreach/ata-action-alert-share-why-contractor-status-works-for-you/ http://www.ata-chronicle.online

The ATA Chronicle - November/December 2022

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