The U.S. Department of Labor recently announced a proposed rule to revise and clarify current responsibilities of employers, joint employers to employees in joint employer arrangements. The current regulations have not been “meaningfully” revised on joint employer regulations since 1958. As a society, I think we have seen a few changes in the work relationship since 1958. An uptick in temp services, contract workers, consultants, seasonal workers, etc. The new proposals would clarify understanding on responsibilities to pay at least the federal minimum wage for all hours worked and overtime for all hours worked over 40 in a workweek.
The Department proposes a clear, four-factor test—based on well-established precedent—that would consider whether the potential joint employer actually exercises the power to:
- “hire or fire the employee;
- supervise and control the employee’s work schedules or conditions of employment;
- determine the employee’s rate and method of payment; and
- maintain the employee’s employment records.
The proposal also includes a set of examples for comment that would further help to clarify joint employer status.”[i]
Additional Clarity under the Proposed Rule:
“The rule would also clarify that the following factors don’t influence the joint-employer analysis:
- Having a franchiser business model.
- Providing a sample employee handbook to a franchisee.
- Allowing an employer to operate a facility on the company’s grounds.
- Jointly participating with an employer in an apprenticeship program.
- Offering an association health or retirement plan to an employer or participating in a plan with the employer.
- Requiring a business partner to establish minimum wages and workplace-safety, sexual-harassment-prevention and other policies.”[ii]
“The proposed changes are designed to reduce uncertainty over joint employer status and clarify for workers who is responsible for their employment protections, promote greater uniformity among court decisions, reduce litigation and encourage innovation in the economy,” according to the DOL.
Highlights of the Notice of Proposed Rulemaking (NPRM): Joint Employer Status Under the Fair Labor Standards Act (FLSA)
“Joint employer” means each of two or more employers who has some control over the work or working conditions of an employee or employees. Joint employers may be separate and distinct individuals or entities with separate owners, managers and facilities. A determination of whether or not a joint employment relationship exists will not often be decided by the application of any single criterion; rather the entire relationship shall be viewed in its totality.”[iv]
We continue to see proposed changes to labor and employment laws at the local, state and federal levels. Many of these changes will impact our organizations and are significant. No meaningful changes since 1958 on joint-employer laws and regulations is startling, as there has been so many changes in the work relationship. Continue to monitor for updates, proposed changes, to ensure your organization is compliant. If you are confused, seek guidance. These changes happen so quickly, it can be overwhelming to any organization to maintain updated handbooks, training, communications payroll records, labor posters, etc.
New York: NYC Bans Family Planning Discrimination (5/20/19):
“The New York City (NYC) Council has added “sexual and other reproductive health decisions” to the list of protected classes under the NYC Human Rights Law. This new protected category encompasses “any decision by an individual to receive services, which are arranged for or offered or provided to individuals relating to sexual and reproductive health, including the reproductive system and its functions.”[v]
New Jersey Family Leave Law Amendment (June/July 2019):
“The NJFLA currently applies to employers with 50 or more employees. The amendment reduces the employer size threshold to just 30 employees. Thus, beginning on June 30, 2019, employers with 30 or more employees (in total, anywhere) are required to provide those employees working in New Jersey with 12 weeks of job-protected family leave during each 24-month period.”[vi]
[v] SHRM Email
[vi] SHRM Email