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NSBA applauds the Senators who supported legislation to roll-back the Joint-Employer regulations. Senate passed a bill to roll-back the Joint-Employer regulations that went into effect late-February, Business Association commends the Senate for approving legislation to nullify the NLRB’s misguided joint-employer rule which significantly expands how employers are classified as “joint-employers” meaning far less fair and equal bargaining power for smaller employers.

Follow NSBA as we continue tracking changes to the NLRB’s joint-employer rule. This month, a U.S. District of Texas blocked a rule from the National Labor Relations Board (NLRB) that changed the way joint-employer RELATED | NEWS | House Panel Moves Resolution to Block NLRB Joint Employer Rule According to the Texas control for franchisees is reestablished after the NLRB changed the elements involved in evaluating a joint-employe NSBA has been closely following developments of the NLRB’s joint-employer rule and its many changes over

Supporters of the Resolution say the new joint employer standard could harm jobs and dramatically increase employer rule. RELATED | NLRB Proposing Rule to Expand Joint-Employer Statuses The NLRB rule, set to take effect Feb RELATED | House Panel Moves Resolution to Block NLRB Joint Employer Rule Opponents of the rule have said employers under the rule.

Essentially, the NLRB proposal would make larger companies and franchisors responsible and liable for the employment Currently, businesses are only deemed to be “joint employers” if they exercise “direct and immediate control” over the essential terms and conditions of employment for the same group of employees. , wants to greatly expand that definition so that even the potential for such control will flip the joint-employer Please help us send the message that this new joint-employer standard would devastate the small-business

A resolution to overturn the National Labor Relations Board’s (NLRB’s) new joint-employer rule advanced The NLRB’s new joint-employer  regulation set to take effect in February adjusts regulations for employers Opponents of the rule have said it could harm jobs and dramatically increase costs to employers and consumers senior living facilities that often contract out work to service providers—and would be considered joint employers under the rule.

The joint-employer standard has oscillated back and forth since 2015. The National Labor Relations Board (NLRB) has proposed a new rule to expand the joint-employer standard The joint-employer standard under the NLRA is used to determine when two or more entities are jointly Joint employers are responsible for bargaining with any union representing the joint employees and are Joint-employer status, therefore, results in significant changes to an employer’s liabilities and responsibilities

Members of Congress are looking for additional insight on the NLRB’s changes to the joint-employer definition RELATED | Our Latest on the NLRB Joint-Employer Cosigned by fellow Small Business Committee Members, Chair Williams detailed concerns to the NLRB around changes expanding the joint-employer definition, focused on how the change allows a joint employer finding based solely on indirect and unexercised control Read the full list of questions submitted to the NLRB for clarity on changes to the joint-employer rule

Watch NSBA's webinar on the New Independent Contractor Rule any time. Missed us on April 25 at 1:00 p.m. EDT? Watch NSBA's recording to hear from leading labor attorney Robert Shea on what you need to know when it comes to the new Independent Contractor rule and how to avoid major regulatory penalties. RELATED | NEWS | DOL Releases New Overtime Rule

final direct rule over so-called ambush elections, and confirmed plans to issue a new rulemaking on its joint employer standard. If employers miss the 2-week window, the NLRB can issue a bargaining order requiring the employer to Additionally, if the employer files within the 2-week window, but then commits any unfair labor practices The NLRB recently confirmed it would issue a new rulemaking on its Joint Employer standard.

Employees and employers should be able to determine allocations for themselves.

NSBA urges Congress to allow self-employed individuals to fully-deduct the cost of their health insurance

Employees v. Contractors – the DOL is weighing in once again. On Oct. 11, the U.S. A change in classification from independent contractor to employee would expand the benefits and labor rules for employers. Per the DOL, several factors are evaluated to determine whether workers must be considered employees, said the proposed changes in standards for classification protect vulnerable workers and suggested employers