Employment Law — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 7
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Employment Law

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Legislation that would overturn the National Labor Relations Board’s 2015 Browning-Ferris decision has been approved by the House Committee on Education and the Workforce.
Zenefits FTW Insurance Services, an HR management software service based in San Francisco, has settled charges it misclassified 743 account executives and sales people as exempt from minimum wage protections. Workers in both California and Arizona were affected.
Two years ago, Emeryville, Calif. passed its Minimum Wage, Paid Sick Leave, and Other Employment Standards Ordinance. Now the city manager has released the regulations implementing the ordinance.
The case the court just accepted—Janus v. AFSCME—is virtually identical to one it dismissed a year ago. It involves a child support specialist in Illinois, Mark Janus, who objects to paying about $44 per month in fair-share dues to the union that represents workers in his government office.
More than half of private-sector nonunion workers must sign arbitration agreements as a condition of employment, according to a new study by the Economic Policy Institute.
Employers that operate in Minneapolis will have to pay workers $15 per hour by July 1, 2024. The city council approved the new ordinance this summer, with the first increase taking effect Jan. 1, 2018.
The Senate voted Sept. 25 to confirm the nomination of William Emanuel to fill the final seat on the National Labor Relations Board, giving Republicans a 3-2 majority that is likely to hold until at least 2020.
When the Department of Labor or another governmental agency says it is sending an investigator to the workplace, there’s a right way and a wrong way to respond. The wrong way: Removing the employee whose complaint you suspect spurred the authorities to visit.
If an employee sues her employer and suddenly faces increased scrutiny, she may argue that she’s being retaliated against. She would have an even stronger case if the employer was singling her out for extra scrutiny.
When a former employee asks the Texas Workforce Commission to order her former employer to cough up allegedly unpaid wages, the commission’s decision on what was owed can be used to end a Fair Labor Standards Act claim for the same pay.
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