In Sandifer v. U.S. Steel Corp., the U.S. Supreme Court held that the FLSA does not require unionized employers to compensate employees for time spent putting on and taking off certain protective clothing if they have a collective bargaining agreement that excludes this time as compensable work time.
The U.S. Department of Labor’s regulations
In the 2013 – 2014 Supreme Court term, the Court will hear and decide a number of cases affecting employers, including one FLSA case.
Sandifer v. U.S. Steel Corp.: The Court will consider what constitutes “changing clothes” under the FLSA. Under §203(o) of the FLSA, an employer need not compensate a worker for time
This morning the U.S. Supreme Court ruled 5-4 that pharmaceutical representatives are “outside salesmen” exempt from the overtime requirements of the Fair Labor Standards Act. Christopher v. Smithkline Beecham Corp. (.pdf).
This has been a hotly-contested issue in the courts and the subject of a split between the federal appellate courts, with the Ninth
According to the facts described in her complaint, Kathy Minor was hired by Bostwick Laboratiries, Inc. as a medical technologist on December 24, 2007. Just a few months later, on May 6, 2008, Minor claims that she and several co-workers met with Bostwick’s chief operating officer to complain that their supervisor had altered employee time
In May, my partner Staci reported on a ruling against Applebee’s by the 8th Circuit Court of Appeals, holding that tipped employees who spent more than 20 percent of their working time on nontipped activities like cleaning restrooms were entitled to the federal minimum wage of $7.25 per hour. Applebee’s asked the U.S. Supreme Court
By now most of you who follow developments in employment law have likely heard about and possibly read the U.S. Supreme Court’s decision in Wal-Mart v. Dukes, overturning certification of a class action sex discrimination case brought on behalf of 1.5 million current and former female Wal-Mart employees. (If not, our recent FR Alert on this case will get you up to speed.) While Dukes is a sex discrimination case, it is likely to have a major impact upon class actions in other areas of the law, including wage and hour lawsuits.
Continue Reading What Wal-Mart v. Dukes Means for Wage & Hour Law, Employers