Summary of a recent important U.S. Supreme Court case affirming class certification in an overtime/unpaid wage case regarding Tyson Foods' refusal to pay employees for the time they spent "donning and doffing" required gear for work.
The 4th Circuit recently ruled that GEICO wrongfully categorized its insurance investigators as exempt from the Fair Labor Standards Act overtime requirement, but ruled that the misclassification was not willful, and denied the workers liquidated damages and an extended statute of limitations.
Oil and gas giant recently agreed to pay employees in 28 different job positions back overtime. Salaried does not necessarily mean overtime exempt!
Two recent victories in federal court highlight the federal government's crackdown on unlawful misclassification of workers as "independent contractors."
New DOL administrative interpretation of the FLSA definition of employee urges an expansive view of the employer/employee relationship in the context of the issue of whether a worker should be classified as an employee or an independent contractor.
Under the Obama Administration's proposed new FLSA regulation, workers who are paid a salary must be paid at least $921 per week to be exempted from overtime.
The Fair Labor Standards Act requires payment of at least minimum wage for every hour worked, and time and a half for each hour worked in excess of 40 in a week. The Act also protects workers from retaliation for asserting their rights under the law. The 2nd Circuit joined other circuits in ruling that an employee's oral complaint alone is sufficient to trigger retaliation protections, reversing an old precedent that required formal filing of a complaint.
