If you exercise any control over how workers perform services for you, it is likely that they should be classified as employees, not independent contractors.
If you don’t have a document-retention policy, you should.
If you use selection criteria or tests for hiring (criminal records, credit records, etc.), you must maintain those records for all applicants.
Fighting this issue will play into the hands of labor unions that they are needed to increase worker pay and to generally fight for their workplace rights.
Unlike employers, courts favor equities and try to avoid inequitable results.
The ruling confirms that employers need to practice vigilance in classifying an entry-level worker as an unpaid intern or an employee.
Employers can be guilty of retaliation even where the only person aware of the protected activity is the harasser.
Employees may have a valid retaliation claim if an adverse action occurs following an internal complaint.
U.S. employers are obliged under OSHA as well as common-law duty to act reasonably in eliminating or reducing risk of injury to workers and patrons.
Title VII should not permit an employer to Plessy v. Ferguson its workforce for any reason.