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Recent Posts
- DOL Seeks to End 2020 With Possible Clarity on Tip Pooling
- Commissioned Employees? DOL Withdraws No-Retail and May-Be-Retail Lists for Certain Industries
- New DOL Rule on Joint Employer
- Michigan Takes Action to Raise Overtime Pay Threshold
- Department of Labor Increases the Annual Salary Threshold for “White Collar” Exemptions
- Overtime Pay Calculations under Review: DOL Issues Proposed Update to Regular Rate of Pay Regulations
- DOL Reveals New Proposed Overtime Salary Requirement
- Get Ready to Ring in the New Year with More Employment Law Changes
- Michigan Revises Paid Sick Leave Mandate and Minimum Wage Increases
- California Supreme Court Rejects De Minimis Exception and Requires Employers to Compensate Employees for Every Second of “Off-the-Clock” Work
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Showing 7 posts in Misclassification.
To Be or Not To Be an Uber Employee: That Is [and will Remain] the Question
Federal judge probes deep on Uber’s proposed deal with drivers in 2 states as drivers in the other 48 sue, yet ride-sharing giant appears set to avoid trial on merits of misclassification issue
If you are waiting for an answer to the question of how workers in the “gig economy” should properly be classified, you probably should not hold your breath. More
All That Glitters Is Not Gold: New York Federal Judge Decertifies FLSA Collective Action Finding “Little Difference” Between the FLSA’s “Similarly Situated” Analysis and Rule 23’s Commonality Requirement
Wage and hour class and collective actions have sky-rocketed in recent years. This increase in “bet the business” litigation has been facilitated, in part, by the unique process courts must follow under the Fair Labor Standards Act (FLSA) to certify an FLSA collective action (versus a typical class action under Rule 23 of the Federal Rules of Civil Procedure). Citing the “modest” showing necessary to conditionally certify an FLSA collective action, plaintiffs’ attorneys regularly obtain employee lists without establishing that a case actually can proceed on a class basis. Employers should know, however, that the fight is not over once a court conditionally certifies a collective action. More
Who Benefits from Your Unpaid Internship Program? The Second Circuit Rejects the Department of Labor's "Rigid" Six-Factor Test, But Considerable Risks Remain for Private Employers Using Unpaid Interns
Are you paying the intern you just sent out to grab your morning cup of coffee? If not, you may have a wage and hour violation on your hands. Private employers have increasingly come under attack over their use of unpaid interns by the Department of Labor and private litigants. This is especially the case where an unpaid intern performs tasks more akin to an administrative assistant than an on-the-job student/trainee. More
Fifth Circuit Turns the Table on Department of Labor, Sanctions Government for Bad Faith Conduct During Investigation and Subsequent Litigation
Sometimes the hunter becomes the hunted. That’s a lesson the U.S. Department of Labor (“DOL”) recently learned. In an opinion dated July 2, 2015, the United States Court of Appeals for the Fifth Circuit reprimanded the DOL for pursuing “poorly documented” and “legally dubious” claims. The Fifth Circuit found that the DOL had engaged in “uncivil and costly litigation tactics,” attempting to prevail by oppressively pursuing a very weak case. Ultimately, the court held that the DOL had “acted in bad faith” and ordered the district court to enter an award against the DOL for hundreds of thousands of dollars in attorneys’ fees. More
So Much Rides on Uber: One Company’s Battle Against Employer Liability Drives the Fate of the On-Demand Business Model
Is Uber just a software platform, or is it an employer of hundreds of thousands of drivers? Federal and state courts in California are considering this issue, and their ultimate findings will have implications for the new start-up economy. More
Salary Threshold for Exempt Employees Poised to Double
The White House announced that the long-awaited proposed amendments to the Fair Labor Standards Act regulations concerning the so-called “white collar” exemptions will include a substantial increase to the salary required to maintain exempt status for most executive, administrative, and professional employees. More
Department of Labor Announces Continued Crack Down on Alleged Wage and Hour Violations
Employers should be vigilant, now more than ever, concerning the steps they take to ensure compliance with wage and hour laws. More