To amend the Fair Labor Standards Act of 1938 and the National Labor Relations Act to clarify the standard for determining whether an individual is an employee, and for other purposes.

HR 5513 clarifies how to determine if a worker is an employee or independent contractor under federal labor law. It adds specific criteria: a worker is an independent contractor if the company doesn’t control *how* work is done (only the result) and the worker has entrepreneurial risks like business decision-making. The bill explicitly prohibits using factors like requiring safety standards, insurance, or meeting deadlines to classify someone as an employee. This affects workers and companies across industries who currently use independent contractor arrangements, particularly impacting minimum wage protections under the Fair Labor Standards Act and union representation rights under the National Labor Relations Act.