On Sunday, the Department of Labor released the final version of the Trump administration's long-awaited joint employer rule, and while the NRLB is expected to finalize a similar rule under the National Labor Relations Act, and the EEOC is set to propose its own rule clarifying when a company should be classified a joint employer under federal employment discrimination law, this is a major victory for the business community. The final rule uses a four-part test to determine whether a business is jointly liable for minimum wage and overtime violations. The test weighs whether the business, with regard to its franchisee or contractor, maintains the power to hire and fire; to supervise schedules and 'conditions of employment'; to set pay, and to keep employment records. The final rule is expected to be published in the Federal Register on Jan. 16 and will go into effect 60 days after publication.