The Office of Federal Contract Compliance Programs (OFCCP) has announced a string of recent settlements with federal contractors over alleged employment discrimination.
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The U.S. Ninth Circuit Court of Appeals recently ruled that both federal and California law allow rounding of employee work time to the nearest quarter-hour. Rounding should be neutral and even out over time, meaning that employees could benefit from the rounding by receiving more pay just as easily as…
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Because an employee was subject to discipline if he missed overtime shifts for which he volunteered, the extra shifts were actually mandatory for purposes of calculating regular work hours under the federal Family and Medical Leave Act (FMLA), ruled the Eighth Circuit U.S. Court of Appeals. The company in this…
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In two ground-breaking lawsuits this past March, the U.S. Equal Employment Opportunity Commission (EEOC) alleges that under Title VII of the Civil Rights Act, “sex discrimination” includes discrimination on the basis of sexual orientation. This is a developing area of employment law, and these lawsuits are part of the EEOC’s national strategy to seek…
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The Office of Federal Contract Compliance Programs (OFCCP) recently announced that Gordon Food Service, Inc. will pay $1.85 million to resolve allegations that it systematically discriminated against women when hiring for entry-level warehouse laborer jobs at locations in Michigan, Wisconsin, and Kentucky.
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The clock is ticking…December 1, 2016, is the date that new salary requirements for exempt “white collar” workers take effect.
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Today the U.S. Department of Labor (DOL) announced its final regulations raising the minimum salary level for salaried workers to be exempt from overtime.
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The Washington Department of Labor and Industries (L&I) has posted an on-demand webcast explaining the requirements for recording and reporting work-related injuries and illnesses.
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A revised regulation from the U.S. Department of Labor (DOL) will require employers to file electronic reports detailing all activities in which they use a consultant to persuade employees regarding their rights to organize and bargain collectively.
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Question: To help ensure our wages don’t balloon beyond what the market requires, we set a limit on new hires’ salaries of no more than five percent over what they were making in their prior job. Any problems with this?
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