Ever wonder what happened to the case of the “exotic dancers” who claimed that they were misclassified as independent contractors?
Well, the case continues and yesterday, the federal court denied a summary judgment filed the strip club on a technical issue that is probably overlooked by employers in many instances. You can download the
Employers in Connecticut (and other states) have a whole host of notices that must go up in a common meeting area for employees to see.
But what happens when an employer forgets to do the postings, or, worse, purposely avoids putting those posters up?
A recent federal
As I’ve noted before, both the U.S. and the Connecticut Department of Labor have had a renewed focus on investigating employers for compliance with state and federal wage & hour laws.
But what should you expect when the DOL comes calling for an investigation (either as part of a random audit or a complaint)?
There are lots of items I had hoped to write about but, as many of you have observed, there’s only so much time in the week. So, it’s time to bring back the recurring “Quick Hits” feature to highlight some tidbits worthy of your consideration:
Ok, bear with me for a second.
If your employees want to bring a class action against your company claiming that they should’ve been paid overtime, there are typically two ways to do so: Bring a claim under state law, or bring a claim under federal law (Fair Labor Standards Act).
There’s a big difference:
In a post Friday, Walter Olson over at Overlaywered posed this question, “If I could press a button and instantly vaporize one sector of employment law…” (His suggestion? Age Discrimination laws.)
Jon Hyman, at the Ohio Employer’s Law Blog, picked up on the question and posed it for his readers as well.
With all the legislative developments in Connecticut over the last year or so, it’s tough to keep track of all of the changes that your company needs to consider to update your employee handbook and employment policies.
Here’s a (non-exhaustive) list of some of the changes to consider with a link to more information on each of them.
1) For your EEO policies, be sure to add “gender identity” as a protected category. You may also want to consider adding language that your company will not discriminate based on “any other protected category under state or federal law” to protect you.
Continue Reading The Seven Updates To Consider to Your Employee Handbook
As employers in Connecticut know, state and federal laws differ when it comes to paying overtime. Some employees (like computer professionals) are exempt from overtime obligations under federal law, but not under state law.
The new Paid Sick Leave bill just makes a mess of this distinction even further.
How?
Well, the definition of “service
When does the workday begin? When does it end?
These were among the questions that the Second Circuit addressed and resolved in an important wage & hour decision last week. The case, Kuebel v. Black & Decker, can be downloaded here.
The court held that an "employee’s commuting time is not compensable as part of
Last month, it was the EEOC that released new regulations on the ADA. This week, it’s the Wage & Hour Division of the Department of Labor, that has released new regulations on the Fair Labor Standards Act. The new regulations will go into effect in early May 2011.
While some of these revisions are more