There was a time, not so long ago, when 18 inches of snow meant one thing for certain: Snow Day.
Now, dear reader, there may even be a few of you who may not remember such a time. Indeed, in this current age of interconnectedness, it can be hard
The next episode of “From Lawyer to Employer” podcast is out and it’s another one focusing on the practical implications of new laws and regulations.
In this episode, one of my fellow partners, Sarah Westby, joins me to talk about the Department of Labor’s rule increasing the “salary” threshold for overtime purposes — a topic
On Friday, the United States District Court for the Eastern District of Texas issued a controversial decision to vacate the Department of Labor’s (DOL) 2024 overtime rule, months after it went into effect. The decision will generate considerable confusion regarding the white collar exemption because the court’s decision (as of now) bars the application of
If you’re like me, your brain can only handle so much during the summer months. Between vacations and the start of school, it can be easy to overlook some of the employment law developments from the last month or two. So I thought I’d use the next few blog posts to provide a catch up.
Before the pandemic (remember then?), you may recall a case last year that drew headlines: Chip’s Family Restaurants was having issues with a class action lawsuit filed against the small chain by allegedly improperly deducting a tip credit from server earnings thereby paying those potential class members below the minimum wage for the performance of
The United States Department of Labor today released new regulations that dramatically change the existing rules on when two businesses are “joint employers” under federal wage and hour laws.
I’ve previously discussed the changing rules in some prior posts here and here, so you should catch up there first if this is the first
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
Typically, in our court system, we operate under the “American Rule” which means that parties have to pay their own attorneys’ fees in cases, regardless of whether they win or lose. (Contrast that with the English Rule which is a “loser pays” system.)
But there is one big exception to the American Rule — and
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