The Department of Labor has (finally) released its updated proposed increase to the minimum FLSA salary basis for overtime exemptions. Click to learn more.
In most sexual harassment lawsuits, the victim has suffered from harassment at the hands of a supervisor or a co-worker. But sometimes sexual harassment comes from customers, or harassers who do not work for the company. This too may violate the law. Click to learn more.
Lawyers sometimes object to evidence as “self-serving.” As the Eleventh Circuit has recently held, this objection is not based in law and – perhaps more importantly – makes no logical sense.
The Fifth Circuit denied an employer’s motion to compel arbitration for the simplest reason – the employer never signed the contract. Click to learn more.
Carley v. Crest Pumping, a recent decision from the Fifth Circuit, addresses the Motor Carrier Exemption and the meaning of Gross Vehicle Weight Rating. Click to learn more.
A recent provision in the 2018 federal omnibus budget act changed the rules for tip pools under the FLSA. Click to learn more.
Employers are required to pay overtime to anyone who works more than 40 hours in a week. But what about companies who offer comp time instead? Unless you work for a government agency, comp time arrangements are illegal and violate your right to overtime pay under federal law.
Many restaurants force waiters and bartenders to enter into a tip pool to share their tips with other employees. But a tip pool violates federal law if it includes back of house employees. Click to learn more.
A law firm secretary recently won over $120,000 in an overtime lawsuit against a former employer. Many companies fail to pay their receptionist or secretary overtime as required by law. Click to learn more.
Most employees are eligible for 12 weeks of medical leave under the FMLA. But other laws sometimes allow employees to take additional medical leave, even after FMLA rights expire. Click to learn more.