Just in case you don’t think the U.S. Department of Labor is serious about going after misclassification of workers :
I'm pleased to announce that Aspatore has published the 2015 edition of Federal Contract Compliance, and my chapter "Effective Mitigation of Organizational Conflicts of Interest" has been included. You can download a copy of the chapter for free. Or you can buy the whole book.
On September 14, 2015, the Small Business Administration (SBA) published a final rule in the Federal Register to allow women-owned small businesses (WOSBs) and economically disadvantaged women-owned small businesses (EDWOSBs) to be eligible to receive sole-source awards under the WOSB program set forth in the Code of Federal Regulations (13 C.F.R. § 27.101). These changes are mandated by § 825 of the 2015 National Defense Authorization Act (NDAA). The new rule becomes effective on October 14, 2015.
On September 11, 2015, the Office of Federal Contract Compliance Programs (OFCCP) issued a final rule that prevents government contractors from having pay secrecy or confidentiality policies. Specifically, the rule prohibits discharging or otherwise discriminating against an employee or applicant because the employee or applicant inquired about, discussed, or disclosed the compensation of the employee or any other employee. But the rule allows contractors to require human resources personnel (who have access to employee compensation information as part of their job responsibilities) to keep such compensation information confidential.
On August 26, 2015, the U.S. Department of Defense (DoD) issued an interim rule that affects almost all government contractors. The interim rule requires government contractors to report “cyber incidents” that result in real or actual adverse effects on contractor information systems. The rule went into effect immediately.