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The U.S. Supreme Court has agreed to hear a case that will determine whether money paid to terminated employees as part of a severance package should be subject to Social Security and Medicare taxes.
A Minnesota woman who lived in Norway for 20 years before returning to the states to take a job with the Norwegian consulate in Minneapolis will be allowed to apply Norwegian law in a pay discrimination lawsuit.
A California Court of Appeal has held that an employer does not have to endure two trials on whether its workers are employees or independent contractors. The decision was based on the legal principle of collateral estoppel, since the company had already litigated the issue with a state agency.
The New York City Council has passed the Earned Sick Time Act (ESTA), overriding Mayor Michael Bloomberg’s veto. The law will be phased in for private employers. Under ESTA, private-sector employers with 20 or more employees in New York City will be required to offer each employee at least 40 hours of paid sick leave per year beginning on April 1, 2014.
A recent New York Court of Appeals case offers guidance to employers that want to slap GPS devices on employees’ cars to monitor their activities.
A New York City man is headed to prison after being convicted of selling his employer’s copier toner on the black market.
In June, the U.S. Supreme Court ruled in University of Texas Southwestern Medical Center v. Nassar that, to win a retaliation lawsuit, an employee must show the employer’s intent to retaliate against the employee for exercising Title VII anti-discrimination rights was the “but for” cause of the challenged action, not just a motivating factor. As important a victory as the Nassar ruling was for employers, it’s important to recognize that the retaliation war is ongoing.
Public employees who work in jobs related to public health and safety and who test positive for drugs can’t refuse to sign medical releases related to treatment for drug and alcohol problems.
Most employers that use arbitration agreements require employees to sign them. If that’s your practice, don’t worry about getting the company’s “signature” on the dotted line. As long as the company can show it intends to be bound by the agreement, it is valid with just the employee’s signature.
Nine 7-Eleven owners and managers from Long Island and Virginia are under arrest after federal authorities accused them of masterminding an illegal immigration scheme and then exploiting workers smuggled into the country to work in the convenience stores.