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HR 8347

RURAL Healthcare Act

119th Congress Introduced by Glenn Grothman and 1 co-sponsor

HR 8347 would classify qualified locum tenens professionals and advanced care practitioners as independent contractors under FLSA and NLRA, altering their wage, hour, and union rig

Introduced in House
0
WeVote Research Nonpartisan
Bill Summary · HR 8347

Summary of HR 8347 (119th Congress)

Title

To classify qualified locum tenens professionals and advanced care practitioners as independent contractors for the purposes of the Fair Labor Standards Act of 1938 and the National Labor Relations Act.

Purpose and Intent

  • The bill seeks to classify a defined group of healthcare professionals—specifically qualified locum tenens personnel and advanced care practitioners—as independent contractors under two core federal labor laws: the Fair Labor Standards Act (FLSA) and the National Labor Relations Act (NLRA).
  • By designating these workers as independent contractors, the bill aims to alter their employment relationship status relative to traditional employee classifications subject to minimum wage/overtime requirements (FLSA) and protections related to union organizing and labor relations (NLRA).

Key Provisions (high-level)

  • Eligibility: Establishes criteria for when locum tenens professionals and advanced care practitioners qualify as independent contractors for the purposes of FLSA and NLRA.
  • Classification Standard: Sets forth the criteria or tests to determine independent contractor status for these professions, potentially modifying or superseding standard tests used to determine employee vs. contractor status under FLSA and NLRA.
  • Labor Law Implications:
    • FLSA: Exempts or alters wage and hour protections (e.g., minimum wage, overtime) for the specified professionals if they are classified as independent contractors.
    • NLRA: Affects rights related to collective bargaining, organizing, and union activities for the specified professionals when classified as independent contractors.
  • Scope: Applies to “qualified locum tenens professionals and advanced care practitioners,” though the bill’s text would define qualifications (e.g., licensure, credentials, scope of practice, or employment arrangement) and who falls within this category.

Who Is Affected

  • Workers: Qualified locum tenens professionals (temporary/locum tenens physicians, nurse practitioners, physician assistants, or other clinicians engaged in temporary coverage) and advanced care practitioners who meet the bill’s defined qualifications.
  • Employers: Hospitals, clinics, healthcare systems, staffing agencies, and other entities that hire locum tenens or advanced care practitioners on a temporary basis.
  • Labor Law Framework: Changes the application of FLSA minimum wage/overtime protections and NLRA rights for the affected workers based on their independent contractor status.

Procedural and Timeline Aspects

  • Action History:
    • Introduced in the House and referred to the Committee on Education and Workforce (April 16, 2026).
  • Next Steps in Legislative Process:
    • Committee consideration, markup, and potential reporting to the full House for consideration.
    • If advanced, potential floor debate, passage by the House, and movement to the Senate; subject to Senate procedures and potential enactment into law.
  • Effective Date: The bill text would specify effective dates for the classification change, including any phase-in period or practical implementation provisions, if provided.

Potential Impacts and Considerations

  • Employment Relationship: A shift in how locum tenens and certain advanced care practitioners are classified could influence wage structures, benefits eligibility, payroll practices, and compliance burden for employers.
  • Employee Protections: Redefining independent contractor status may reduce or alter access to minimum wage and overtime protections and union rights for affected workers, depending on the final statutory language.
  • Healthcare Staffing: Could affect temporary staffing practices, recruitment, and the utilization of locum tenens professionals in various care settings.
  • Operational Flexibility: Employers may gain or lose flexibility in engaging clinicians, with potential implications for scheduling, continuity of care, and workforce planning.

Note: This summary is based on the bill’s stated title and action history. For a precise understanding of the specific definitions, thresholds, and legal effects, the full text of HR 8347 and any committee reports would be required.

Compiled from official sources — confirm details with the bill’s official record.

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