Fun fact – the Fair Labor Standards Act (FLSA) does not allow the “banking” of overtime hours (or “comp time”) from one workweek to the next.
There is no industry or business that is immune to FLSA collective actions.
The U.S. has strict laws that protect the rights of workers. The Fair Labor Standards Act (FLSA) of 1938 specifically addresses the right of all workers to be paid a fair wage.
Monday Morning Regulatory Review – 4/18/16: Immigration Injury Costs & Regulation; FLSA Exemption Definition; And More
Springtime means the United States Supreme Court (SCOTUS) will be busy and they are not alone.
Although there are FLSA actions brought all over the country, the statistics show that the Southern District of Florida is the (dubious) leader in such suits.
Ranks of those eligible for minimum wage and time-and-a-half for overtime could swell with anticipated change in Department of Labor definition of “exempt employee.”
Restaurant owners rejoice. The battle over extending tip-pooling arrangements to include employees who do not customarily and regularly receive tips may be reopened in the Ninth Circuit. Again.
Plaintiffs’ counsel frequently speak of the “low” burden necessary at first stage for conditional certification under the FLSA.
The natural and probable consequence of litigation over unpaid internships was that such opportunities would disappear because the risk of litigation for even a legitimate program would outweigh the likely benefit.
The DOL has been steadfast in expanding worker coverage under the Fair Labor Standards Act (“FLSA”), and the financial services industry, like most, will be affected.