Last Friday, the National Labor Relations Board (NLRB) announced an extension in the time allowed for public comments to be submitted regarding a proposed new rule on the joint employer standard. The agency extended the comment period by an additional 30 days and will now accept public comments through the close of business on Wednesday, December 7, 2022 (ironically, the anniversary of the sneak attack on Pearl Harbor). Under the proposed rule, which was formally released on September 6, two or more employers would be considered joint employers if they “share or codetermine” such employee issues as wages, benefits, scheduling, hiring and firing and workplace safety among others. Under the proposed rule, the Board would consider joint employer status to be in play if both companies had direct control over those matters governing the employee or had not exercised any control, but reserved indirect control. The change eliminates the more balanced approach that was adopted under the Trump NLRB. Public comments may be submitted either electronically to regulations.gov, or by mail to Roxanne Rothschild, Executive Secretary, National Labor Relations Board, 1015 Half Street S.E., Washington, D.C. 20570-0001. In other NLRB news, General Counsel Jennifer Abruzzo this week instructed all field offices and regional directors to more aggressively employ Section 10(j) as a vehicle (some might say a club) to force charged parties (read: employers) to agree to interim settlements. Section 10(j) authorizes the NLRB to pursue injunctions against the charged party for a host of alleged unfair labor practices.