NLRB Joint Employer Ruling, Good for Workers and Businesses

The National Labor Relations Board in the Browning-Ferris Industries case revised standards for determining joint-employer status on Thursday. The Board found that Browning-Ferris Industries was a joint-employer of workers hired by a contractor to staff the company's recycling center. The joint-employer designation gives workers stronger employment protections and enhanced collective bargaining rights with large corporations that play a role in determining salaries, working conditions, and hours.

I strongly support the NLRB's amended standard for determining joint-employer status. Workers should not be prevented from bargaining with the companies that help set their wages, benefits, schedules and workplace conditions. This ruling will restore workers' rights.

The rise of franchising, contracting and other similar employment practices has made it harder to enforce worker protections like minimum wages, overtime pay and the right to unionize. This ruling is a win for nearly three million workers, their families, and their communities.

With this decision, workers will be able to bargain with every employer who helps to determine the rules of their employment. Employers who help set those rules will no longer be able to utilize temp agencies or contractors to evade their responsibilities to workers who provide services or create goods on their behalf.

This isn't just a win for workers - it's a win for businesses that do right by their employees because it requires their competitors to rise to their standard.

Again, I commend the NLRB for this important definition change. I am disappointed - although not surprised - that some of my Republican colleagues have already announced their intention to block this rule, which could result in higher wages and better working conditions for all our constituents. I will continue to do all that I can to ensure and enhance worker protections, including the right to bargain collectively.

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