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Following last year’s loosening of the definition of “joint employer” by the National Labor Relations Board, companies that outsource some of their operations to staffing firms and other third-party companies – as well as those with franchises – need to examine the way they do business with them. These changes by the National Labor Relations Board and the Department of Labor potentially impact many industries and may expose companies to liability for a whole host of wage and hour-related issues, as well as unfair labor practices and EEOC charges.
This webinar will address the new standard for determining joint employment as a result of a case involving Browning-Ferris Industries, what it may mean for your company, and how you can protect yourself from the risks of being considered a joint employer. Labor and employment attorneys from around the country will provide practical insight and guidance on the following:
- What drove the NLRB to reject 30 years of precedent in its Browning-Ferris decision?
- What the Department of Labor’s recent guidance means for joint employers under the FLSA
- Best practices to avoid or minimize joint employer liability in the franchise relationship
- The impact of joint employment on the construction industry
- The most important issues to include in a written agreement between employers and third-party companies
- Erin Kuzz, Moderator, Sherrard Kuzz, Toronto, Ontario, Canada
- J. Bruce Cross, Cross, Gunter, Witherspoon & Galchus, Little Rock, AR
- Katharine I. (Katy) Rand, Pierce Atwood, Portland, ME
- Randall J. Snapp, Crowe & Dunlevy, Oklahoma City, OK
- Christopher M. Trebilcock, Miller, Canfield, Paddock and Stone, Detroit, MI