The National Labor Relations Board (NLRB) has issued a new joint employer rule that is expected to impact franchise businesses. The rule expands the circumstances under which separate entities will be deemed joint employers, drawing more companies into unionization battles. The rule states that indirect and/or reserved control of essential employment terms is sufficient to establish a joint-employer relationship. Employers, franchisors, and staffing agencies need to be aware of the changes and understand the potential implications.
NLRB’s New Joint Employer Test Significantly Expands Circumstances Under Which Separate Entities Will Be Deemed Joint Employers https://t.co/Csaqr4sjlS
The NLRB’s Joint Employer Rule – Warning: Objects [of Liability] May Be Closer Than They Appear https://t.co/ZyHCgfv0JM
“Unlawyering” Can Avoid Joint Employer Status Under the New NLRB Rule https://t.co/URFAX4puq7
The NLRB Issues a New Joint Employer Rule Providing that Indirect and/or Reserved Control of Essential Employment Terms is Sufficient to Establish a Joint-Employer Relationship https://t.co/NmLaoaRCW6
NLRB's Final Rule Revamps Definition of Joint Employers – What Employers, Franchisors, and Staffing Agencies Should Know https://t.co/9fXgP5Kh6G
A new NLRB rule will draw more companies into unionization battles. Here's what business owners need to know. https://t.co/bAcWMEorU5
A new NLRB rule will draw more companies into unionization battles. Here's what business owners need to know. https://t.co/E1KNjaFXuC
NLRB Issues Final Rule for Joint-Employer Standard: What do Employers Need to Know? https://t.co/Hwp50IoV7r
The NLRB's joint employer rule is likely to become a thorn in the sides of franchise businesses. https://t.co/shpknZIbBU