Articles Posted in

| by

noun-increase-1528292-1024x1024

Federal law requires most companies to pay minimum wage and overtime pay for employees unless they qualify for an exemption. Employees generally must meet certain tests regarding their job duties and get a salary of at least $684 per week, which works out to just $35,568 per year.

But a new overtime reform bill introduced earlier this week in both the House and the Senate aims to boost that salary level yearly until 2027 to make it much easier for salaried American workers to be overtime eligible. Continue reading

| by

noun-commute-210093-1024x1024

As more businesses transition from allowing remote work to mandating a return to the office, apart from the general employee backlash, one of the biggest HR compliance issues companies face is how to address the spike in medical-related requests to continue to work from home. Continue reading

| by

noun-rubber-band-15286-1024x1024I’ve seen weaker lawsuits. But let me explain why the Sixth Circuit Court of Appeals recently affirmed that asking a female colleague to babysit, once hitting her posterior with a rubber band, and even failing to use her proper title is not enough to create a hostile work environment based on gender. Continue reading

| by

noun-tv-news-5252136-1024x1024

Over the weekend, several news outlets ran this story about a white television news anchor in Mississippi who went viral for using one of rapper Snoop Dogg’s catchphrases, “Fo shizzle, my nizzle,” during a live broadcast. This unexpected comment appeared to stun the station’s meteorologist, who is black.

Just look at his face. Continue reading

| by

noun-globe-5610578-1024x1024

As we wait patiently for the comment period on the Federal Trade Commission’s proposal to ban employers from imposing non-competes to close next month, I’m here to tell you now that your business’s non-competition agreements may be dead on arrival anyway.

I’ll explain why. Continue reading

| by

noun-missing-document-967162

Last month, I told about a National Labor Relations Board decision to ban certain nondisparagement and confidentiality provisions in a severance agreement that businesses give to rank-and-file employees (i.e., non-supervisors) in both union and non-union workplaces.

But there remained some open questions. For example, does the decision apply retroactively to old agreements? What if the employee requests mutual confidentiality language or nondisparagement provisions? What other typical severance agreement provisions are at risk? 

Yesterday, we got answers from the Board’s top lawyer. (You may want to sit down and grab a whiskey bottle stress ball.) Continue reading

| by

noun-restroom-3377798-1024x1024

When employees allege discrimination, they must prove an employer’s discriminatory motive and connect it to a particular adverse employment decision. An adverse action requires evidence of a significant change in employment status, benefits, or pay. Usually, the proof comes in the form of failure to hire, a firing, failure to promote, reassignment with significantly different responsibilities, or lost pay or benefits.

But, from a federal court decision I read last night, I’ve got a list of eight items that are not adverse enough on which to base a disparate treatment claim. Continue reading

| by

noun-thinking-boy-3263696-1024x1024

Can an employer have a categorical policy of hiring the most qualified candidate when a qualified disabled employee requests reassignment to a vacant role, even if he or she is not the most qualified applicant? The U.S. Equal Employment Opportunity Commission says no.

But the EEOC doesn’t wear the black robe and bang the gavel. Continue reading

“Doing What’s Right – Not Just What’s Legal”
Contact Information

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

Please do not include any confidential or sensitive information in a contact form, text message, or voicemail. The contact form sends information by non-encrypted email, which is not secure. Submitting a contact form, sending a text message, making a phone call, or leaving a voicemail does not create an attorney-client relationship.

Copyright © 2024, Eric B. Meyer
| All Rights Reserved Worldwide.
JUSTIA Law Firm Blog Design