A California court recently addressed the issue of whether an employee is owed vacation pay at the end of employment under an unlimited PTO policy.
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Two recent cases expanded the scope of evidence Massachusetts employees may utilize to prove hostile work environment and workplace harassment claims.
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A Massachusetts court recently analyzed when an employee handbook is and is not an enforceable contract. Click below to learn. more.
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A Massachusetts court recently concluded that the IRS mileage rate is suitable for determining damages in a case where an employer fails to reimburse an employee for mileage.
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The COVID-19 outbreak has changed many employment-related rules, including those that relate to what types of questions an employer may ask their employee or prospective employee regarding potential exposure to COVID-19.
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The US Department of Labor issued guidance to employees on the Emergency Paid Sick Leave Act and Emergency Family and Medical Leave Expansion Act both part of the recently passed Families First Coronavirus Response Act (FFCRA).
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General answers to questions as to whether noncompete or nonsolicit agreements are enforceable if an employee is laid off due to the impact of COVID-19.
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Massachusetts employees may be entitled to paid or unpaid medical leave or sick leave due to COVID-19 related quarantine, suspected illness or diagnosed illness, caring for a sick family member, or caring for a child at home due to COVID-19 related closures.
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Massachusetts law still remains clear as to employer obligations to pay for all hours worked and any accrued and unused vacation leave, on the last day of employment, under these circumstances.
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This week the federal government passed two laws providing important protections to employees during the COVID-19 outbreaks: the Emergency Family and Medical Leave Expansion Act and the Emergency Paid Sick Leave Act.
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In the case of Furtado v. Republic Parking System, LLC, a Massachusetts Court analyzed whether the Massachusetts Wage Act applied to unreimbursed travel expenses and comp time.
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Yesterday, retailer H&M agreed to pay $3,800,000 to settle claims brought by employees who were not compensated for undergoing mandatory security checks.
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In February 2020, the Seventh Circuit provided guidance on class action notification requirements under the FLSA when potential class members may have signed arbitration agreements.
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On February 11, 2020, the Massachusetts Supreme Judicial Court, in the case of Parker v. EnerNOC, provided some clarity regarding payment of commissions in the post-employment context, although the exact scope of the ruling is unclear.
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REI agreed to pay $5,000,000 to settle claims brought by a former employee on behalf of herself and 7,000 other nonexempt REI employees who were required to undergo security checks after they had clocked out, meaning they weren't compensated for that time.
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Massachusetts law requires employers to pay employees for all hours worked. A court recently decided whether “hours worked,” included time spent having bags searched by security at the end of shift.
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Late last year, the Massachusetts Court of Appeals issued an opinion that helped explain what is and is not a wage for purposes of awarding triple damages under the Massachusetts Wage Act.
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A Massachusetts Court dismisses claims brought by a class of licensed bankers alleging they should have been paid for time spent studying for licensing exams.
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Non-solicitation agreements generally bar “direct and indirect” solicitation of former customers. What is and is not ‘direct’ solicitation is generally straightforward. What is and is not ‘indirect,’ not so much.
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On January 14, 2020, Steffans Legal filed a wage and hour class action in US District Court - Boston on behalf of current and former employees of Gold Medal Bakery located in Fall River, Massachusetts.
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