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Joint-employer Status for NLRB

A proposed rule by the NLRB would expand upon the definition of joint-employer status. The current rule says a company must exercise “substantial direct and immediate control” over essential terms and conditions of employment to be treated as the employer of another company’s employees (joint employer). This has come to mean control over wages, benefits hours of work, hiring, discharge, supervision, and direction. The proposed rule would add “control over workplace health and safety” and other conditions. By doing so, more companies would be considered joint employers with a duty to bargain with a union. #IdeaoftheDay

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