Whether meal breaks count as compensable hours worked for non-exempt employees under the Fair Labor Standards Act can be a thorny issue for employers.
In December 2014, we reported on Integrity Staffing Solutions, Inc. v. Busk, a case involving Amazon.com, in which the United States Supreme Court held that time spent going through security checks was not compensable work time.
As we have previously reported on this blog, and as most of you are well aware, the U.S. Department of Labor has published its highly-anticipated proposed revisions to the “white collar” exemptions under the Fair Labor Standards Act (“FLSA”).
The Wall Street Journal is reporting that the Department of Labor’s new overtime regulations are not likely to be final and implemented until late 2016.
Supreme Court Hears Argument in Tyson Foods V. Bouaphakeo—and a Blockbuster Class Certification Ruling Seems Less Likely
The Supreme Court on Tuesday heard oral argument in Tyson Foods, Inc. v. Bouaphakeo, No. 14-1146, a case that has been closely watched for its potential to narrow the circumstances in which a class action may be certified under Federal Rule of Civil Procedure 23 and a collective action for unpaid wages certified under the Fair Labor Standards Act (FLSA).
In our third installment of articles looking at the employment law cases being heard by the US Supreme Court this fall term, Tyson Foods Inc. v. Bouaphakeo will have importance in both the wage & hour and class action litigation worlds.
A multi-unit Houlihan’s franchisee, A.C.E. Restaurant Group Inc., operating 17 restaurants across New York and New Jersey is accused of keeping tips and wages from servers and bartenders and failing to pay overtime to employees who worked more than 40 hours a week according to a lawsuit filed this month by the U.S. Department of Labor.
A group of former minor league baseball players alleging they were not paid the minimum wage in violation of the Fair Labor Standards Act has been granted conditional class certification in a suit brought in California federal court against Major League Baseball teams.
As if oil and gas companies didn’t already have enough to worry about, the U.S. Department of Labor’s wage and hour compliance initiative has targeted the oil and gas industry.