| by

noun-man-woman-2039812-1024x1024

Imagine a business that gives its employees two days off each week. There’s nothing abnormal about that.

However, the company uses a sex-based policy to determine which two days an employee can pick. Only men can select full weekends off—women cannot. Instead, female employees can pick either two weekdays off or one weekend day plus one weekday; they never get an entire weekend off.

Is that discriminatory? Yes, But does this system violate Title VII of the Civil Rights Act of 1964, which makes it unlawful to discriminate at work based on sex? Continue reading

| by
Bobby Blotzer Ratt in Houston October 2016

Dijares, CC BY-SA 4.0, via Wikimedia Commons

Two wage and hour posts in a row! And this one has an 80’s hair metal track (with a Milton Berle cameo) to back it.

So, cut off your sleeves and sing along as we talk about rounding time under the Fair Labor Standards Act.

Continue reading

| by
Phillie Phanatic.jpg

By Terry Foote – I took this photograph while attending a Spring Training game, CC BY-SA 4.0, Link

Because who is going to click if I had titled this post, “The Third Circuit clarifies when compensable work is the ‘integral and indispensable.'”

But, now that you’re here, you might as well stick around for this wage-and-hour lesson. Continue reading

| by

noun-two-xs-327787-1024x1024

The Americans with Disabilities Act makes it unlawful for an employer to discriminate against a qualified applicant or employee with a disability. According to a lawsuit that the U.S. Equal Employment Opportunity Commission filed yesterday, an employer did both.

To the same individual. Continue reading

| by

noun-overtime-5045402-1024x1024

Employment lawyers often quip that they could walk into a workplace and spot at least one violation of the Fair Labor Standards Act (FLSA), the federal law governing the payment of overtime pay at not less than time and one-half the regular rate of pay for all hours worked over 40 hours in a workweek. Continue reading

| by

noun-pregnant-1300007

Yesterday, the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency tasked with enforcing the new Pregnant Workers Fairness Act (PWFA), released proposed regulations for public comments. 275 pages of them.

But I only needed the first eight or so to realize that the PWFA, which requires covered employers to provide reasonable accommodations to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, has a few pitfalls for unwary employers. 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