This bill clarifies the definition of a joint employer under both the National Labor Relations Act (NLRA) and the Fair Labor Standards Act (FLSA), aiming to establish a consistent and more stringent standard. It amends both statutes to specify that an employer is considered a joint employer of another employer's employees only if it directly, actually, and immediately exercises significant control over their essential terms and conditions of employment, such as hiring, discharging, determining pay and benefits, day-to-day supervision, assigning work schedules, and disciplining employees. By establishing this clear and high bar, the legislation aims to limit the circumstances under which businesses can be held jointly liable for the employment practices of other entities under federal labor law, thereby providing a more predictable framework for their responsibilities.