The proliferation of paid sick leave (PSL) laws at state and local levels, with differing and sometimes conflicting provisions, presents compliance challenges for multistate employers. Last week’s article presented a number of items often addressed in a PSL statute or ordinance. This week, we offer some general policy considerations to assist employers who are confronted with compliance obligations in multiple jurisdictions.
What keeps employers up at night? The prospect of collective action overtime lawsuits under the Fair Labor Standards Act (FLSA) is right at the top of the list of human resources nightmares.
While overtime and other wage and hour lawsuits aren’t going away any time soon, on April 2, 2018, the U.S. Supreme Court handed down a ruling that may spell relief for some employers. Continue reading this entry
Regardless of your political leaning, it is fair to say that national headlines over the past few weeks have been dominated by sexually charged topics. For instance, a porn star known as Stormy Daniels recently gave an extensive interview on the TV newsmagazine show “60 Minutes,” detailing an alleged extramarital affair with President Trump (Yes, I did say porn star). And, a former Playboy Playmate, Karen McDougal, sued a tabloid publisher, purportedly so she could tell her unabated story about her own extramarital affair with President Trump.
As we have previously reported, the trend of states and jurisdictions enacting paid sick leave (PSL) requirements continues, posing compliance challenges for multistate employers and employers with employees in a both a city and a state with different PSL requirements.
When faced with an employment discrimination, harassment or retaliation claim, often the immediate response is, “We are going to defend ourselves and prove we are right,” followed by, “So what will it cost us if we lose?” This article describes the damages available to a prevailing party under the primary federal employment statutes.