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• W2766457708 abstract "Introduction...37I. The Economic Reality...38II. The Decision...40III. Employers Now Face a Fact Question...42IV. Members of The NLRB Need to See Merit in Collective Bargaining...43V. Other Contexts...45VI. The 21st Century Dream...46Conclusion...47IntroductionOn August 27, 2015, the National Labor Relations Board (NLRB or the Board) issued its long-awaited decision1 (the or Browning-Ferris IF) clarifying the standard2 under the National Labor Relations Act (NLRA or Act). The decision's majority purports to reaffirm the traditional joint-employer standard enunciated by the Third Circuit in 1982 in NLRB v. BrowningFerris Indus, of Pa. (Browning-Ferris 7).3 IFs dissenters, instead, view the decision as an unprecedented move by the Board, announcing an entirely new standard. This division is not limited to the decision's authors and has already begun to play out in state legislatures.4Although the decision, and its significance, is far from final, it is already worthy of review. At a minimum, II explicitly overturns decades of NLRB precedent.5 This Article praises the decision's majority and responds to its dissent. This Article also responds to remarks that were made at University Business Law Review's Spring 2015 Symposium (AU Symposium),6 where panelists suggested that this decision would not only be bad for management but that it would also damage the American Dream.Browning-Ferris II will undoubtedly result in changes for affected employers, perhaps most immediately through increased legal fees. It will likely result in several parent companies sitting down at the collective bargaining table with third-party employees for the first time in decades. And, it may attract bad press for companies who still resist the notion that they, too, have a role to play at this expanded table.In exchange, millions of NLRA-covered workers will have a better chance of receiving the full benefits of this eighty year-old law. Millions more workers will benefit from a spillover effect, whereby parent companies' expanded policies will also function to improve work conditions for the non-union workers. And, compliant employers will have a greater chance to compete on a level playing field. These changes are not only beneficial. They are essential to the Dream in the 21st century.I. The Economic RealityThe economic reality requires a functional joint-employer standard. Tellingly, in II, a fact at issue-whether an email from a agent directing the intermediary human resources company, Leadpoint, Inc. (Leadpoint), to fire an employee-was found to be sufficient evidence of control. The NLRB Regional Director (Regional Director) argued that this email was insufficient evidence of direct control.7 Because the firing order was executed by someone other than the one communicating the instructions, the Regional Director argued that was not legally in control of the situation.In 2015, workplaces are not only monitored remotely via e-mail and cameras; they can also be controlled directly through software that dictate a worker's schedule and tasks, hours of work performed or recorded, and pay.8 Beyond this new technological reality, the traditional two-tiered employer-employee dynamic is now multi-layered. In 2014, a Bureau of Labor Statistics survey indicated that roughly 2.87 million workers9 worked for a temporary agency like Leadpoint. Many millions more worked for franchised businesses. For nearly a decade, the United States Department of Labor (DOL), Wage and Hour Division Administrator David Weil, has focused on this of the employment relationship.10 Prior to his position with the DOL, Weil studied these issues as an academic and found that [r]egardless of motivation, Assuring in employment relations dramatically complicates the regulation of workplace conditions. …" @default.
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• W2766457708 date "2017-01-01" @default.
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• W2766457708 title "The Joint-Employer Standard After Browning-Ferris II & The 21st Century American Dream" @default.
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