Among the cases that the U.S. Supreme Court is deciding this term are three consolidated wage-and-hour cases. In each case, an employer required its employees to enter into arbitration agreements and waive their right to bring class-action lawsuits against the employer. While these types of agreements are commonplace, it is widely thought that many more employers would use such waivers if the Supreme Court determines that they are legal.
The U.S. Department of Labor Wage and Hour Division has obtained $165,379 in back wages and damages from a regional health care management company on behalf of 594 workers whose overtime rates were improperly calculated.
Three women have filed a discrimination lawsuit against Google. The lawsuit alleges that Google paid these women less than male employees, and that they did not have the same opportunities for advancement as men within the company.
New York has some of the strictest and most comprehensive employment laws in the country. While the laws offer protections for employees, it can be difficult for employers to navigate all the rules and regulations. Coupled with federal law, New York businesses are forced to comply with a long list of standards.
We've all seen reports of the devastation from Hurricanes Irma and Harvey the last couple weeks. Here in New York, few can forget Hurricane Sandy. Natural disasters can be devastating.
Workers continue to enter the “gig economy” in large numbers. According to a 2016 report by the McKinsey Global Institute, up to 30 percent of workers in the United States and Europe take part in some form of independent work.
Determining employees' wages is a difficult task for employers. There is a long list of factors, which include balancing the best interests of the business and employees, that play a role in setting wages.