The Department of Labor is expanding the applicability of joint employment to apply "expansively" even beyond traditional definitions and interpretations of who or what is a joint employer. The DOL states that this interpretation is an attempt to keep up with the increasing popularity of non-traditional employment relationships such as the use of staffing agencies and independent contractors and the declining use of "traditional" employment relationships. Employers must evaluate their potential status as joint employers to avoid potential liability.  Under the FLSA, if an employee is jointly employed by two or more employers, all the employee's weekly hours worked for every joint employer must be considered when computing minimum wage and overtime pay. Further, each and every joint employer of an employee is jointly and severally liable for any violations of the FLSA (meaning one employer, usually the one with the "deepest pockets", may be forced to pay an entire judgment or award though other employers were also at fault for the violations).