Sets a narrower test for when a franchisor can be treated as the joint employer of a franchisee's workers under federal labor law, requiring substantial direct and immediate control over pay, benefits, hours, hiring, firing, discipline, supervision, or direction.

• Adds a new Section 20 to the National Labor Relations Act defining direct and immediate control over eight essential terms and conditions of employment
• Provides that a franchisor is a joint employer only if it possesses and exercises substantial direct and immediate control over one or more of those terms
• Adds a parallel Section 20 to the Fair Labor Standards Act of 1938 that applies the same joint-employer standard under that act
• Applies only to proceedings commenced on or after the date of enactment

• Education and Workforce Committee (House)

Labor and Employment