(Post has been updated to note a legislative development.)
Running a restaurant is hard. It’s long hours, short tempers and fickle customers.
But add in those wage & hour laws? What a headache.
And there are lawyers out there who know it. In fact, there are some that rest their business model on
In my prior post, I wondered aloud whether there were some rough waters ahead for employers. Apple recently announced that it would not meet it’s earnings estimates in the first quarter of 2019, in part because of soft demand from China. Other companies are expected to announce some similar issues.
Honestly, I’ve had enough conversations
You do a blog long enough and everything comes full circle. Back in January 2008, I took out my crystal ball and suggested that reductions in force (RIFs) and lawsuits would soon follow.
We all know what happened next. The economy crashed and discrimination claims at the EEOC peaked at their highest levels in more
Back in 2011, I wondered aloud: Might the impact of new arbitration decisions from the U.S. Supreme Court bring about the end to big wage & hour class actions?
At the time, I said it would be premature.
Seven years later – what’s changed?
Well, as it turns out, wage & hour class actions
In the last few months, I’ve had some inquiries from employers asking about resources for layoffs.
Yawn.
Everyone remembers the layoffs of the recession, right?
Actually no, as it turns out.
In the ten years since the last great round of layoffs, there is a big group of new managers, directors, human resource personnel, lawyers
As I noted earlier this week, the U.S. Supreme Court has approved of the use of class action waivers in arbitration agreements with employees.
My colleague, Gabe Jiran, has a recap of Epic Systems v. Lewis on my firm’s blog, Employment Law Letter, that you can access here.
So, it’s a foregone conclusion that employers
In an important 5-4 decision, the U.S. Supreme Court this morning held, for the first time, that class or collective action waivers, particularly in wage/hour cases, and contained in arbitration agreements between employers and employees are valid and enforceable.
Because wage and hour class and collective actions are quite costly for employers to defend
There is news in the employment law world beyond sexual harassment. Arbitration clauses to be exact.
Yesterday, the Second Circuit issued a small, but important decision for employers that will continue to limit FLSA wage & hour claims.
The court ruled that an employee’s FLSA claims in court were barred by the arbitration clause contained
Picture this scenario:
You come into your office one morning to learn that an employee has filed a charge of discrimination with the Equal Employment Opportunity Commission (EEOC) claiming that you failed to accommodate his disability reasonably and then terminated his employment because of his disability.
As if that isn’t challenging enough, many months afterwards,
This morning came word that members of the U.S. National Women’s Soccer Team are filing a discrimination complaint against the U.S. Soccer Federation on the grounds that they are paid less than their male counterparts.
According to press reports, “the filing, citing figures from the USSF’s 2015 financial report, says that despite the women’s team