The NY Court of Appeals will consider whether home care attendants working 24-hour shifts employed by third-party agencies must be paid for every hour of their shift, with no deductions for meal or sleep periods.
February may be the shortest month of the year, but what it lacked in days it made up with minimum wage and overtime developments at the federal, state, and local levels.
On February 26, 2018, a majority of the entire U.S. Court of Appeals for the Second Circuit held, in Zarda v. Altitude Express Inc., that Title VII prohibits workplace discrimination on the basis of sexual orientation.
In 2017, legislatures in more than 40 U.S. jurisdictions considered over 100 bills intended to narrow the lingering pay gap. While only a handful of those proposals ultimately became law, this wave shows no signs of subsiding.
2018 may have barely begun, but minimum wage and overtime activity at the local, state – and even federal – levels is well underway. Settle in – we’ve got a lot to cover.
The New York City Council has passed another scheduling law that provides employees with additional rights to demand changes to their work schedules, with little flexibility for employers to reject such changes.
In the wake of #MeToo, federal and state lawmakers are searching for new ways to complement existing antidiscrimination laws and help eliminate harassment.
A recent federal court decision has added to the confusion surrounding the application of the U.S. Department of Labor's "home care" overtime rule and New York's "13-hour" rule regarding compensable work hours for certain home care aides.
We are going to replace the punch-card timeclocks in our U.S. facilities with timeclocks that allow employees to “clock in” each day using their fingerprint. What do we need to keep in mind?
