What does the "tailoring rule" determine regarding independent contractors?

The tailoring rule is focused on determining the degree of control an employer has over the actions of a worker, which is a critical factor in distinguishing between employees and independent contractors. Under labor law, the level of control exerted by the employer helps establish whether a worker is truly operating as an independent contractor—who typically enjoys more autonomy—or as an employee, who is subject to the employer’s detailed direction and control.

When evaluating the relationship between an employer and a worker, courts and regulatory bodies often look at various factors related to control. This includes aspects such as how much the employer dictates the worker's schedule, the methods by which tasks are completed, and the degree to which the employer provides tools or supplies necessary for the job. The greater the control an employer maintains, the more likely it is that the worker should be classified as an employee rather than an independent contractor.

While the other options concern relevant aspects of employment and contracting, they do not specifically address the fundamental purpose of the tailoring rule. For instance, evaluating an employee's salary compared to industry standards does offer insights into wage structures but does not inherently involve the control aspect. Similarly, discussing the qualifications for independent contractors and their working hours are also important elements of labor law but do not pertain directly