Connecticut Employment Law Blog Insight on Labor & Employment Developments for Connecticut Businesses

Tag Archives: classification

One Big Thing For Employers to Know About the New Overtime Rule

Posted in Highlight, Laws and Regulations, Wage & Hour

Are you tired of lawyers commenting already on the new overtime rules? (The answer should be no, of course, since you’re reading this blog and thus have room for one more view.) But I think it’s fair to say that we haven’t seen a feeding frenzy like this on employment law in many, many years. … Continue Reading

No Vacation for Employment Law: New “Interpretation” for Independent Contractors Issued by USDOL

Posted in Highlight, Human Resources (HR) Compliance, Laws and Regulations, Wage & Hour

Whatever happened to summer vacation? You remember, that downtime, when nothing much happened? First, there were new proposed OT rules. Then, word came out EARLY (I got an alert at 6a!) today that the U.S. Department of Labor issued new “guidance” that will try to limit the misclassification of employees as indpendent contractors. The goal… Continue Reading

CAD Detailing and Drawing Job Not Exempt from Overtime, Court Rules

Posted in Wage & Hour

Employees generally are eligible for overtime if they work more than 40 hours of work, unless one of the limited exceptions applies. Employers typically rely on one of the three white-collar exemptions — administrative, executive or learned professional — when making arguments as to why an employee is not eligible for overtime. A new federal… Continue Reading

Three Takeaways from Labor & Employment Seminar

Posted in Human Resources (HR) Compliance, Labor Law & NLRB, Laws and Regulations, Wage & Hour

We had another great turnout last week  for my firm’s seminar on labor & employment law.  Many of the topics would be familiar to avid blog readers, but there were three interesting points that I haven’t talked much about that I thought were also notable. 1.  In September, the IRS announced a Voluntary Classification Settlement… Continue Reading

Complications: The Interplay Between the Family Violence Leave Law & White-Collar Exemptions

Posted in Laws and Regulations, Wage & Hour

When new laws get passed, the complications that arise from the passage aren’t immediately clear.  But a look at Connecticut’s new family violence leave provisions (effective October 1, 2010) demonstrates how some of those complications are now making themselves apparent.  As you may recall, the new Family Violence Victim leave law permits employees to take… Continue Reading

Misclassification Initiatives: How Can Employers Be Prepared; Next Webinar Set

Posted in Laws and Regulations, Wage & Hour

It has been widely reported over the last month that the United States Department of Labor is planning some new initiatives to crack down on usage (or abuse) of independent contractors by companies.  Several blogs have done a thorough job on reporting about it including the Delaware Employment Law Blog, Point Of Law, Florida Employment… Continue Reading

Second Circuit Orders Release of Records to EEOC, Says Some Financial Services Workers May be Entitled to Overtime

Posted in CHRO & EEOC, Class Actions, Human Resources (HR) Compliance, Litigation, Wage & Hour

The Second Circuit Court of Appeals (which includes Connecticut) recently ruled on two cases of keen interest to employers. The first relates to enforcement of EEOC subpoenas and the second relates to the classification of some financial services workers. First, in EEOC v. United Parcel Services, the Court allowed the EEOC to press forward with its… Continue Reading

Wrestlers Claim They Are Employees, not Independent Contractors In Suit Against WWE

Posted in Litigation

As I’ve cross-posted over at today, three wrestlers have sued Connecticut-based World Wrestling Entertainment, Inc. (WWE) claiming that they have been improperly classified as "independent contractors" and not employees. On Friday, WWE removed the lawsuit to federal court from state court claiming that federal questions are implicated in what would otherwise seem to be… Continue Reading