By Allison Dunn | October 6, 2023
"Basically, Jordan's system required the employees to pay for their own hourly labor. And then once they had earned sufficient draw to cover that time, which Jordan's would take out of their earned commissions, Jordan's would pay them whatever commissions were left," Sutton's counsel, Brant Casavant, of Fair Work in Boston, explained to the justices Oct. 4.
New York Law Journal | Expert Opinion
By Allen A. Shoikhetbrod | October 3, 2023
A discussion of some of the key areas and points of analysis concerning the new law.
New York Law Journal | Expert Opinion
By Jo Bennett | October 2, 2023
Pay equality has been an important topic over the last few years, and the drive to correct the systemic suppression of wages for women and minority workers for decades has led to pay transparency laws in several states. New York will now join eight other states in requiring employers to disclose to job applicants how much a position pays.
By Cheryl Miller | September 28, 2023
A First District Court of Appeal panel rejected the ride-hailing companies' arguments that the state is merely acting as a proxy for drivers subject to arbitration agreements.
By Riley Brennan | September 27, 2023
This complaint was first surfaced by Law.com Radar.
By Riley Brennan | September 25, 2023
U.S. District Judge Indira Talwani granted the defendants' motion for summary judgment regarding Green's claims, finding that she was properly paid the commission owed to her.
By Marianna Wharry | September 22, 2023
This complaint was first surfaced by Law.com Radar.
By Marianna Wharry | September 22, 2023
The suit was first surfaced by Law.com Radar.
By VerdictSearch | September 7, 2023
From November 2014 to September 2021, East Penn Manufacturing Company Inc., a battery-manufacturer, employed over 7,500 employees, whose rights were federally protected by plaintiff U.S. Department of Labor. The federal government claimed that, during this time frame, East Penn routinely failed to pay employees for all hours worked, in violation of the Fair Labor Standards Act's overtime requirements.
By Chris O'Malley | September 5, 2023
Businesses could exempt themselves from compliance by shifting employees to hourly status, but doing so could harm morale and diminish those workers' career-advancement potential.
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