On March 8, the U.S. District Court for the Eastern District of Texas vacated the National Labor Relations Board鈥檚听2023 Joint Employer Final Rule听and the Board鈥檚 rescission of the听ABC-supported 2020 Joint Employer Final Rule. Under the court鈥檚 decision, the 2020 final rule, which provides clear criteria for companies to apply when determining their joint employer status, remains in effect today. 老牛影视opposed the 2023 final rule, which was scheduled to go into effect on March 11. According to , 鈥淭丑别 Agency is reviewing the decision and actively considering next steps in this case.鈥� To learn more about the federal court鈥檚 decision, read 老牛影视general counsel鈥檚 Littler Mendelson鈥檚 .

Following the decision, 老牛影视issued a press release, stating:

鈥淲e are pleased the court has blocked the NLRB鈥檚 radical and overbroad joint employer standard, which would have disrupted long-established, efficient operational processes that are followed by construction service providers who work together to build America,鈥� said Ben Brubeck, 老牛影视vice president of regulatory, labor and state affairs. 鈥淯nder the 2023 final rule, contractors would be vulnerable to increased liability and risk, making them less likely to hire subcontractors, most of which are small businesses. The rule clearly would have had a harmful effect on a significant segment of the construction industry: small businesses.

鈥淏y reinstating the 2020 final rule, contractors will be better able to work and coordinate with multiple employers without fear of being unexpectedly and unfairly found to be joint employers,鈥� said Brubeck.

On Nov. 9, 2023,听老牛影视joined the U.S. Chamber of Commerce and a coalition of business groups in filing a听听challenging the NLRB鈥檚 final rule for violating the National Labor Relations Act and for acting arbitrarily and capriciously in violation of the Administrative Procedure Act.听On Feb. 22, 2024, the judge in the case delayed the final rule鈥檚 effective date from Feb. 26 to March 11. The 2023 final rule rescinded the听ABC-supported听2020听NLRB joint employer final rule.

Please continue to monitor Newsline for updates on the lawsuit.听