Furthermore, we are concerned about the DOL’s reluctance to include the value of workplace flexibility, which is the primary reason why many workers say they want to be independent contractors. The DOL chooses not to quantify the value of flexibility, saying that “employment and flexibility are not mutually exclusive. Many employees similarly value and enjoy such flexibility.” Although it is true that many employees could enjoy fully flexible working arrangements, the lack of employers’ adoption of such practices suggests that producing such arrangements is not as easy or widespread as some imagine it to be. Moreover, there is a stark difference between employers evaluating case-by-case (and often temporary) flexible-working requests by employees and a more complete overhaul of employers’ production process to accommodate the flexible arrangements enjoyed by many independent contractors as the norm. We would argue that the DOL has an important responsibility to include the value workers place on self-determined schedules, choice of working environment, and self-directed production in its economic impact analysis.