On February 1, 2022, Judge Mastroianni of the US District Court in Springfield denied an employer’s motion for summary judgment as to all but one of our client’s seven claims.
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Recently, the Suffolk County Superior Court provided helpful guidance on the issue of whether bonuses are considered wages and covered by the Massachusetts Wage Act.
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In January 2020, a Massachusetts court was asked to analyze whether the Wage Act applies to commissions that were due to be paid after the salesperson’s employment ends.
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The Massachusetts Supreme Court, in Lynch v. Crawford, recently analyzed whether members of a non-profit are liable for unpaid wages.
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On February 11, 2020, the Massachusetts Supreme Judicial Court, in the case of Parker v. EnerNOC, provided some clarity regarding payment of commissions in the post-employment context, although the exact scope of the ruling is unclear.
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Late last year, the Massachusetts Court of Appeals issued an opinion that helped explain what is and is not a wage for purposes of awarding triple damages under the Massachusetts Wage Act.
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In a class action filed in Berkshire County Superior Court we’ve alleged that MetLife, Inc. violated Massachusetts wage and hour laws in five separate respects: (1) failure to pay minimum wage, (2) failure to pay overtime, (3) failure to reimburse business related expenses, (4) unlawful payroll deductions, and (5) failure to reimburse travel expenses.
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On May 1, 2019, a Massachusetts federal court, in the case of DaSilva et al. v. Border Transfer of MA, Inc., made it even more risky and difficult for employers using independent contractors.
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A recent Massachusetts court, in the case of Valle v. Powertech Industrial, injected some helpful guidance as to when salespeople are employees and when they are independent contractors.
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On May 8, 2019, in the case of Sullivan v. Sleepy’s LLC, the Massachusetts Supreme Judicial Court injected some much needed clarity into whether commission-based employees must be paid overtime and premium pay regardless of the amount of their commission.
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The Massachusetts Wage Act (“MWA”) is the Massachusetts law that, among other things, requires employers to pay employees for all hours worked, pay overtime for hours worked over 40 to most employees, and to pay vacation time.
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