New Ruling Affects Your Company and the Contingent Workforce

Are you aware that on Aug. 27, 2015, the National Labor Relations Board (NLRB) amended its standard for determining joint-employer status between companies and staffing firms?

The ruling significantly affects your company’s potential liability in co-employment arrangements, making you more accountable for your contingent workers than in the past. In fact, businesses now share equal responsibility for any violations by the firms supplying their contingent workers.

The NLRB states it will now determine if a business qualifies as a joint employer by considering “whether an employer has exercised control over terms and conditions of employment indirectly through an intermediary or whether it has reserved the authority to do so.”

Lowering the threshold for joint employer status raises many challenging questions about the future of the contingent workforce and how employers will manage temporary labor.

To learn more about the potential impact of the ruling on your organization, read our blog, Co-Employment Risk: It Just Got Bigger with the New NLRB Ruling.

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