OH HB624

Establishes new standards for distinguishing between employees and independent contractors under Ohio's minimum wage and overtime laws by creating Section 4111.20 of the Revised Code

Defines an independent contractor as someone who is "in business for the individual's self" and not economically dependent on a potential employer, using a multi-factor "economic reality" test

Requires consideration of seven factors including: profit/loss opportunities based on managerial skill, capital investments, work relationship permanence, employer control, whether work is integral to the business, specialized skills used, and other indicators of self-employment

Explicitly excludes independent contractors (as newly defined) from the definition of "employee" for purposes of Ohio's constitutional minimum wage requirements and state overtime protections

Clarifies that no single factor is dispositive in the employee/contractor determination and that the weight given each factor varies based on the specific facts and circumstances of each relationship