Joint Employment + #MeToo Lasting Effects + Complaints + Human Trafficking

In a move that has been anticipated for months, the National Labor Relations Board recently published a proposed rule that would fundamentally alter the definition of joint employment, making it more difficult for businesses to be held legally responsible for alleged labor and employment law violations by staffing companies, franchisees, and other related organizations. The rule, if eventually adopted, would also limit the ability of employees from affiliated companies to join together to form unions.

...Under the proposed rule, an employer may be considered a joint employer of a separate employer’s employees only if the two employers share or co-determine the employees’ essential terms and conditions of employment. As the Board states, a putative joint employer must possess and actually exercise substantial direct and immediate control over the employees’ conditions of employment in a manner that is not limited.

New California Legislation Imposes Human Trafficking Training Requirements on Hotel and Transit Employers

October 16, 2018 via Lexology

According to the National Human Trafficking Hotline, California has had the highest number of reported cases of human trafficking in the country over the last six years, followed by Texas and Florida. Human trafficking victims include men and women, adults and children, and foreign nationals and United States citizens. Recent studies indicate that hotels and motels are common locations for sex trafficking.

In light of these startling statistics, now is a good time for employers to become informed about new legislation associated with human trafficking crimes and to implement or update their anti-human trafficking policies and practices.