The Federal Fair Labor Standards Act (FLSA) requires that employers compensate employees for all hours that they “suffer or permit” to work. What does that mean? Basically – if your non-exempt employee works overtime without authorization, he or she still must be compensated. This is true even for the employee who voluntarily takes work home… More
Month: June 2014
Top Five Questions Non-Profits Should Ask About Their Volunteers
Now that summer is upon us, many non-profit organizations have begun utilizing summer volunteers. Questions often arise as to whether wage and hour laws require that these volunteers be paid. The answer is no, if they are truly volunteers. To be certain that they are, here are the top five questions every non-profit should ask… More
Navy’s Blue Angels Commander Reprimanded for Supporting Hostile Work Environment
According to published reports, the former commander of the celebrated Blue Angels flight demonstration squadron, a group often thought of as the face of the Navy, was recently reprimanded after an investigation indicated he failed to stop sexual harassment and condoned and participated in other inappropriate workplace behavior. The 63-page investigative report released by the… More
Top Seven Laws Every Employer Should Know*
1. Title VII of the Civil Rights Act of 1964 (Title VII)– In brief, Title VII bars certain employers from discriminating against employees, former employees, or applicants for employment based on race, color, national origin, religion or sex (including gender and pregnancy). Title VII also prohibits harassment and retaliation based on the same protected characteristics…. More
ELLA – the Employment Law Audit
As our blog reminds, it can be pretty tough to keep up with all of the employment and labor laws. My friend and colleague Ronald Adler recently published the 10th edition of ELLA — the Employment-Labor Law Audit. ELLA is an audit application that presents the user with a variety of questions to help identify weaknesses… More
Lowe’s Takes a Blow with Seven Figure Settlement of Independent Contractor Misclassification Suit
Lowe’s Home Centers agreed to a maximum settlement amount of $6,500,000 plus an additional 25% for attorneys’ fees to settle a class action suit brought by its installation contractors alleging they were misclassified as independent contractors instead of employees. Lowe’s, which offers contractors to install products purchased at its stores in customers’ homes, classified these… More