Recently the ridesharing company Lyft, Uber’s largest competitor, settled a pending lawsuit for $12.25 million. Lyft can continue to classify its drivers as independent contractors—a designation that is crucial to the sharing economy’s success. But the settlement may lead to additional difficulties for other sharing-economy companies.
Jared Meyer of the Manhattan Institute for Policy Research explains why labor regulators should resist the urge to force 21st century sharing-economy companies to treat their employees like traditional 20th century workplaces.
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