As Garcia v. SAR Food of Ohio illustrates, if you fail to pay under these circumstances, you are taking a huge wage-and-hour risk.
Employers that operate in a federally regulated industry need to be aware of the statutes that could give rise to a potential whistleblowing claim. Thankfully, the Department of Labor provides a list.
If these reforms leave employees without jobs, was the cause worth fighting?
The ADA's workplace focus now squarely rests on the issue of accommodation. For this reason, the law's next 25 years will be greatly impacted by technology.
It’s refreshing to read a judicial opinion that offers a little common sense, but that should be the rule rather than the exception.
Employee have a right to express protected conduct without reprisal, just as employers have the right to discipline or terminate insubordinate employees.
ENDA or no ENDA, the EEOC will accept charges alleging LGBT discrimination under Title VII’s sex-discrimination prohibition.
If you exercise any control over how workers perform services for you, it is likely that they should be classified as employees, not independent contractors.
If you don’t have a document-retention policy, you should.
If you use selection criteria or tests for hiring (criminal records, credit records, etc.), you must maintain those records for all applicants.