H.R. 3441 would amend the National Labor Relations Act (NLRA) to specify that a person may be considered a “joint employer” only if that person exercises significant control over employees’ essential terms and conditions of employment. If enacted, the bill would effectively negate a 2015 ruling by the National Labor Relations Board in which the board concluded a joint employer relationship could be established when an employer exercises control over employment matters indirectly or has reserved such control by contract.
Implementing the bill would not affect the operations of federal and state agencies because the NLRA excludes federal governmental entities as well as states and political subdivisions of states from the definition of employer under the act.
