NLRB changed their criteria for what is considered co-employment last month, widely broadening the definitions used to determine this status. Essentially, if a company has significant control (not just exclusive control) over any of a worker's employment status or conditions, then they are considered a co-employer now. It used to be that a company needed exclusive or overriding control over another company's employees to be considered a co-employer.

I'm certain we are going to see more lawsuits and legal challenges from employees because of this. I'm pretty certain there already are lawsuits from some other Google contractors over this exact thing; they are providing a case that Google is their co-employer due to the control they have over every aspect of their work.

Doesn't appear so, seems Google is okay with them unionizing. According to a ruling from a while back Google is required to bargain with the union just as much as cognizant is but it appears cognizant is the one which is unwilling to bargain with the workers. Google's track record with workers leads me to believe that they have no issue with workers unionizing.