by John M. Bagyi, Esq.
This year is shaping up to be a tough one for organizations worried about employment law issues. So far, the U.S. Supreme Court has decided three big employment law cases—and every time, ruled in favor of employees.
The latest—Kasten v. Saint-Gobain—expanded employer retaliation liability under the federal Fair Labor Standards Act ().
The FLSA forbids employers from retaliating against workers because they’ve “filed any complaint” about their pay, perks or working conditions. In Kasten, the Supreme Court ruled that such complaints don’t even need to be in writing to be considered “protected activity.”
But that’s not this year’s only pressing wage-and-hour problem. Pay attention to these other issues:
Accounting for meal breaks
New York State law grants a meal period of at least 30 minutes to employees who work shifts longer than six hours. Penalties for noncompliance start at $1,000 per offense a...(register to read more)
- When figuring time worked, you must round in employee's favor
- When good performer is suddenly disciplined, consider that a red flag for retaliation
- Commission-based staff: Paid for training time?
- Too hot to handle? Office romances need careful HR TLC
- Don't limit your legal options! Beware vague arbitration agreements