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Nobody likes a serial litigator, but don’t fall into the trap of punishing an employee for repeatedly filing lawsuits.
Continuing its attack on misclassification of employees, the U.S. Department of Labor has released new guidance that clarifies how companies should distinguish between employees and independent contractors.
To classify workers as either employees or independent contractors, the Department of Labor says employers should use this “economic realities” test.
Q. We have a question regarding our crews that work out of town and stay out for about four days. Can we be held liable if they get sick on a meal that was paid for by the company? We are thinking about paying a per diem instead to resolve this issue. If an employee is working on a road crew and takes off sick and stays in motel room, are we required to supply him the meal per diem?
As of July 1, California colleges, universities and post-secondary schools are required to bolster their compliance with new state laws regarding policies concerning sexual assault, domestic violence, dating violence and stalking. This new law requires schools to enter into agreements with local law enforcement and report crime statistics.
A federal court considering whether a broad arbitration clause included in an employment contract bars discrimination and retaliation claims has concluded it does. That’s good news if you use employment contracts and want to push any subsequent employment-related claims into arbitration.
Continuing its attack on the misclassification of employees, the U.S. Labor Department released new guidance on July 15 that aims to clarify how businesses should distinguish between employees and independent contractors. The guidance stresses that the FLSA's definition of “employment” is very broad, and that employers are probably violating the law if they’re treating workers who are integral to the business as independent contractors.
On April 14, the National Labor Relations Board dramatically shortened the election periods for union campaigns. You may have been able to predict the result ...
A new NLRB rule that will make it easier for unions to organize a work site has been upheld as a valid exercise of the NLRB’s regulatory authority.
Employers use arbitration agreements to keep employment-related litigation out of the courts. But what if you don’t have an arbitration agreement in place when former employees file a wage-and-hour class action lawsuit against your company? Can you suddenly spring an arbitration agreement on current employees and expect it to work? Surprisingly, yes, according to the 8th Circuit Court of Appeals.