In the last quarter of 2019, the U.S. Department of Labor issued two new rules regarding overtime and non-exempt employees under the Fair Labor Standards Act (FLSA). The rules mark the first significant update to the regulations governing regular rate requirements under the FLSA in over 50 years.
It’s that time of the year again – when employers should reflect upon the previous year and revise employee handbooks and employee policy and procedure guidelines to ensure that they are compliant with the most recent interpretations of both federal and state employment regulations. This can help employers reduce their risk of liability for future litigation, so long as employers…
After filing for bankruptcy last month, retail chain store Charming Charlie was sued by a former employee as part of a proposed class action lawsuit for alleged violations of the WARN Act. To avoid being in the unfortunate situation that Charming Charlie now faces – a potential lawsuit on top of bankruptcy proceedings – employers should ensure they know whether the statute applies to them and what is required for full compliance.
The U.S. Supreme Court’s recent decision in Fort Bend County v. Davis opens a narrow door for plaintiffs to attempt bringing claims under Title VII of the Civil Rights Act of 1964, as amended without previously filing a charge of discrimination with the Equal Employment Opportunity Commission (EEOC) asserting such claims.
Whether you are attending mediation because you are contractually obligated or because you are seeking to resolve a dispute in a timely and cost-effective manner, knowing the potential pitfalls below and how to avoid them can assist you in preparing for mediation.
Last year was filled with important employment decisions that will have an effect on future litigation of employment claims on both the state and federal level. In the first entry of our two-part series, we discuss some of the most significant SCOTUS cases from 2018 impacting employment law.
TUTSA outlines a modernized definition of protectable trade secrets, provides a streamlined channel for employers to obtain injunctive relief, and includes a provision for employers to recover attorneys’ fees for willful or malicious conduct by employees.
For employers to have maximal protection, their policies and procedures should reflect the most recent updates and changes in employment regulations.