{"id":1229,"date":"2016-03-09T11:24:18","date_gmt":"2016-03-09T16:24:18","guid":{"rendered":"http:\/\/events.lindabury.com\/?p=1229"},"modified":"2025-02-05T11:18:50","modified_gmt":"2025-02-05T16:18:50","slug":"use-third-party-employees-joint-employer-status-fair-labor-standards-family-medical-leave-acts","status":"publish","type":"post","link":"https:\/\/www.lindabury.com\/firm\/insights\/use-third-party-employees-joint-employer-status-fair-labor-standards-family-medical-leave-acts.html","title":{"rendered":"The Use of Third-Party Employees and Joint Employer Status Under Fair Labor Standards and Family Medical Leave Acts"},"content":{"rendered":"<p>To escape the economic and administrative burdens of the employer-employee relationship, employers increasingly turn to \u201cshared employee\u201d arrangements with Professional Employee Organizations (PEOs), staffing agencies, independent contractors and other third party vendors to supply temporary workers. In doing so, employers typically assume that the third-party provider is the \u201cemployer\u201d of the temporary worker, and therefore the obligations arising under wage and hour, family\/medical leave, discrimination and other employment laws will be borne solely by the third-party provider. Such assumptions may prove costly, as courts and administrative agencies often look past efforts to alienate the employer-employee relationship to find both businesses are the employer with joint responsibility for compliance with employment laws.<\/p>\n<p>In two prior posts we discussed the respective tests adopted by the NLRB and the Third Circuit for determining when\u00a0two or more entities can be deemed \u201cjoint employers\u201d equally liable for violations of employment laws. You can read about the <a href=\"https:\/\/www.lindabury.com\/firm\/2015\/12\/narrower-darden-test-joint-employer-status-title-vii.html\" target=\"_blank\" rel=\"noopener\">Third Circuit&#8217;s Darden Test here<\/a> and the <a href=\"https:\/\/www.lindabury.com\/firm\/2015\/10\/nlrb-announces-new-joint-employer-standard-significantly-extends-liability-to-employers-for-workplace-labor-violations-by-contractors.html\" target=\"_blank\" rel=\"noopener\">NLRB&#8217;s &#8220;joint employer&#8221; standard here<\/a>. Now the United States Department of Labor (DOL) has issued new guidance on when a joint employer relationship &#8211; with attendant joint responsibilities &#8211; exists under the Fair Labor Standards Act (FLSA) and the Family and Medical Leave Act (FMLA). These recent pronouncements are the latest efforts by governmental agencies and the courts to grapple with the shared worker trend in the modern workplace.<\/p>\n<p><strong>THE DOL\u2019s INTERPRETIVE GUIDANCE ON JOINT EMPLOYER STATUS UNDER THE FLSA<\/strong><\/p>\n<div class=\"read_more_link\"><a href=\"https:\/\/www.lindabury.com\/firm\/insights\/use-third-party-employees-joint-employer-status-fair-labor-standards-family-medical-leave-acts.html\"  title=\"Continue Reading The Use of Third-Party Employees and Joint Employer Status Under Fair Labor Standards and Family Medical Leave Acts\" class=\"more-link\">Continue Reading \u203a<\/a><\/div>\n","protected":false},"excerpt":{"rendered":"<p>What employers must understand when hiring third-party\/temporary employees   <\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,247],"tags":[],"coauthors":[139],"class_list":["post-1229","post","type-post","status-publish","format-standard","hentry","category-insights","category-labor-employment-insights"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>The Use of Third-Party Employees and Joint Employer Status Under Fair Labor Standards and Family Medical Leave Acts &#8212; March 9, 2016 &#8212; Lindabury, McCormick, Estabrook &amp; Cooper, P.C. Firm News &amp; Events<\/title>\n<meta name=\"description\" content=\"What employers must understand when hiring third-party\/temporary employees\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.lindabury.com\/firm\/insights\/use-third-party-employees-joint-employer-status-fair-labor-standards-family-medical-leave-acts.html\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Use of Third-Party Employees and Joint Employer Status Under Fair Labor Standards and Family Medical Leave Acts &#8212; March 9, 2016 &#8212; Lindabury, McCormick, Estabrook &amp; Cooper, P.C. 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