34 October 2015 • www.CPAPracticeAdvisor.com
FEATURE
f ur ther disr upt the application of
labor law to non-union companies
and their workforces.
I n add it ion, employers shou ld
keep an eye on whether the NLR B's
ex pansive rationale is adopted by
any other enforcement agency. Te
Department of Labor recently issued
a m e m o r a n d u m e x p l a i n i n g i t s
position that many employees have
been misclassifed as independent
contractors. A l l similar decisions
warrant monitoring.
• Consider action through trade
groups.
Many trade groups are working to
educate t hose i nside a nd outside
their industries about the potential
efects that broadening the defni-
tion of joint-employer could have.
Companies should consider working
w it h r e le v a nt t r a de g rou p s a nd
others to make sure their voices are
h e a r d a n d t h e i r c o n c e r n s a r e
addressed before it is too late.
Te NLR B's recent decision has
the potential to dramatically alter
the relationship between employers
a nd t hei r cont ract work force. By
understanding the decision and its
ramifcations, and being proactive,
employers can work to minimize any
adverse impact from the NLR B.
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Richard D. Alaniz is senior partner at Alaniz Schraeder Linker Farris Mayes,
L.L.P., a national labor and employment frm based in Houston. He has been at the
forefont of labor and employment law for over thirty years, including stints with the
U.S. Department of Labor and the National Labor Relations Board. Rick is a pro-
lifc writer on labor and employment law and conducts fequent seminars to client
companies and trade associations across the country. Questions about this article, or
requests to subscribe to receive Rick's monthly articles, can be addressed to Rick at
(281) 833-2200 or ralaniz@alaniz-schraeder.com.