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.
Can companies pay overtime based on pay periods, rather than workweeks? Under the federal FLSA, the answer is no – and stiff penalties may apply. click to learn more.
Phone calls to an lawyer are confidential and privileged, even if you chose not to hire that attorney. Click to learn more.
Employees may hesitate to complain about unpaid overtime or wages for fear of retaliation. The FLSA retaliation provision provides strong protections to employees who raise complaints about their wages. Click to learn more.
Many immigrants are underpaid minimum wages or denied overtime pay. The FLSA provides a remedy – and the plaintiff’s immigration status is not relevant.
The Fifth Circuit has dismissed the appeal regarding the FLSA salary basis regulations. Click to learn more.
Employers are required to take commissions into account when calculating overtime pay. Many fail to follow these rules and underpay their workers. Click to learn more about commissions under the FLSA.
Liquidated damages, or double damages, are available in most FLSA cases, and can result in significant awards to successful plaintiffs. Click to learn more.
The key employee provision of the FMLA is a little-used exception that allows companies to deny reinstatement to certain highly-paid employees. However, the rules surrounding this exception are strict. Click to learn more.
The FMLA right to privacy provisions place strict controls on employer use of confidential medical records. Click to learn more.