Save Local Business Act

This bill narrows when two businesses are treated as “joint employers.” A company would only count as your joint employer if it directly, actually, and immediately controls important parts of your job—like hiring or firing you, setting your pay and benefits, telling you what to do day to day, setting your schedule or tasks, or disciplining you. It applies these same rules under both federal labor law and minimum wage/overtime law, so the standard is consistent. The goal is to make it clearer that businesses are only joint employers when they have real, hands-on control over your work, not just indirect influence or a business relationship like franchising or contracting.

Key points:

• Who is affected: Workers, franchise owners, contractors, staffing agencies, and larger companies that partner with smaller businesses.
• What changes: Joint employer status requires direct, immediate, and significant control over key job terms (hiring, firing, pay/benefits, daily supervision, scheduling/assignments, discipline).
• Where it applies: Under both the National Labor Relations Act and the Fair Labor Standards Act, using the same standard for consistency.