Modern life is full of meetings. This is especially true in the workplace, where many employers require regular workers to attend regular meetings to discuss work status, company rules, safety issues, or just to make sure everyone is on the same page. Sometimes, these meetings take place just before, or just after, the normal workday. … Read more
Day rates are common in many industries, including construction. Click here to learn more about worker overtime rights as they relate to flat daily pay rates.
Companies often file motions to have employment or unpaid wage disputes heard in arbitration. As a recent case shows, sometimes that can backfire, as a Texas employer was ordered to pay over $225,000, including penalties and attorneys’ fees, on an underlying wage underpayment of $9,017.
Home healthcare can be grueling and difficult work. Workers often take ten to twelve hour shifts, sometimes six or seven days a week. They are responsible for providing close, personal care to elderly, sick, or recovering patients who need assistance in almost every facet of life. To make matters worse, many home healthcare companies refuse … Read more
Some companies refuse to pay overtime to workers by claiming that they are “independent contractors.” But simply calling someone an independent contractor does not make it true. Many supposed independent contractors are actually employees under the law, and entitled to overtime pay. Click to learn more.
Many restaurant workers are paid an hourly overtime wage of $3.19 or $3.20. However, this practice violates federal law. If you’re being paid less than $5.76 for overtime hours worked, you may be able to seek legal assistance. Click here to learn more.
No-hire agreements depress wages by limiting corporate competition for employees. A recent decision from the Eleventh Circuit held this practice violates antitrust law.
The Stiegler Law Firm is pleased and proud to report an appeals court victory granting our clients overtime pay under the FLSA. Click to read more
In Lindsey v. Bio-Medical Applications, the Fifth Circuit recently addressed the difference between “real deadlines” and “hortatory deadlines” in an FMLA Retaliation case.
As remote work becomes more common, new questions arise about labor law. This post addresses leave rights under the FMLA and remote workers.