Category: Employment Law

Department of Labor Proposes FLSA Regulations to Increase the Salary Threshold for Exempt Employees.

On June 30, 2015, the U.S. Department of Labor announced its proposed revised regulations related to the Fair Labor Standard Act’s “white collar” exemptions, which apply to executive, administrative, professional, outside sales and computer employees.  These long-awaited revisions are in response to President Obama’s March 2014 Memorandum directing the DOL to “modernize and streamline” the…

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POSTED IN: Employment Law

Massachusetts Sick Time Law – How This Statute Affects All Employers

Last Tuesday, Massachusetts voters approved a ballot petition requiring employers to provide sick time to their employees. Given that many employers already provide employees with some form of paid time off (PTO) benefits, there is a temptation to simply ignore the requirements of this statute. However, the Sick Time Law will affect virtually all employers,…

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POSTED IN: Employment Law

Spurned Lover’s Heartache Becomes Employer’s Headache… and Now Liability

First Circuit finds that employer can be liable for jilted co-worker’s actions to get employee fired. On May 23, 2014, the First Circuit Court of Appeals, in Velazquez-Perez v. Developers Diversified Realty Corp., found that an employer can be liable for the actions of a jilted co-worker that caused the plaintiff’s termination.  In this issue of first…

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POSTED IN: Employment Law

Sixth Circuit Court of Appeals Affirms EEOC’s Long-Held Position That Telecommuting Can Be A Reasonable Accommodation Under the ADA

In EEOC v. Ford Motor Co., the Sixth Circuit recently found that an employee request to telecommute “as needed” could be a reasonable accommodation under the Americans with Disability Act (ADA).  This is not a new concept under the ADA.  Since as early as 2005, the U.S. Equal Employment Opportunity Commission (EEOC) has cautioned employers that requests to…

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POSTED IN: Employment Law

5 Tips to Improve Employment Discrimination Investigations

Despite employers becoming increasingly more sophisticated in recognizing workplace discrimination, many still drop the ball by mishandling employee complaints.  Ignoring a complaint of discrimination not only increases an employer’s liability to that particular employee, it also demonstrates to other employees that the company’s policy is ineffective, which potentially strengthens future claims as well.  Accordingly, quickly and effectively resolving complaints of discrimination is the best way…

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POSTED IN: Employment Law