For some time, there has been a question about whether health benefits “vest” under a collective bargaining agreement.
The 2010 Agency Worker Regulations require that once an agency worker has been in post for 12 weeks, he should receive the same pay as would a permanent employee of the hirer in the same role. This is the principle of equal treatment.
As the Northeast braces for Winter Storm Juno, Seyfarth Shaw has prepared the following guidance to help employers navigate wage & hour issues arising from potential closures, as well as workplace safety issues related to severe winter weather.
Don’t Sleep On This New Jersey Employers: State Supreme Court Adopts More Stringent Test to Claim Independent Contractor Status
Recently, in Hargrove v. Sleepy’s, LLC, the New Jersey Court issued a unanimous decision raising the bar for New Jersey employers seeking to classify individuals as independent contractors under New Jersey’s Wage Payment Law (governing time and mode of wage payments) and New Jersey’s Wage and Hour Law (governing minimum wage and overtime).
PARENTAL ADVISORY: This is testimony in a sexual harassment case, so it’s necessarily NSFW (Not Suitable For Work. Unless you’re an employment lawyer or HR professional, in which case it’s AIADW (All In A Day’s Work).
In meeting with employees, I often am asked about s0-called “Right to Work” laws. What are they? When do they apply? Is it the same as “Employment at Will”?
This past December, the National Labor Relations Board (NLRB) issued its Final Rule implementing an accelerated process for conducting union representation elections—the
“Quickie Election” Rule.
The Supreme Court today put an end to the so-called Yard-Man inference that has plagued many employers with collective bargaining agreements that provide retiree health benefits to employees. Under the Yard-Man inference, a court would infer that negotiated retiree benefits were intended to continue for the retirees’ lives.
Sometimes, certain aspects of what goes on in sports seem to be off in their own little world. There’s no better example of this than when it comes to the hiring and firing of coaches—college football coaches, specifically—where the rules and norms than govern workers in other industries simply don’t apply here.