Limits when one employer can be treated as the joint employer of another company's workers under federal labor and wage law, allowing that status only where each employer directly and actually controls essential job terms such as hiring, pay, scheduling, and discipline.

• Allows an employer to be treated as a joint employer of another employer's workers under the National Labor Relations Act only if it directly, actually, and immediately exercises significant control over essential terms of employment.
• Lists the relevant control factors as hiring, discharging, setting pay and benefits, day-to-day supervision, assigning schedules, positions, or tasks, and disciplining workers.
• Applies the same joint-employer standard to the Fair Labor Standards Act of 1938, amending Section 3(d) of that Act.
• Gives the bill the short title Save Local Business Act.

• Education and Workforce Committee (House)

Labor and Employment