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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A Massachusetts Court dismisses claims brought by a class of licensed bankers alleging they should have been paid for time spent studying for licensing exams.
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Non-solicitation agreements generally bar “direct and indirect” solicitation of former customers. What is and is not ‘direct’ solicitation is generally straightforward. What is and is not ‘indirect,’ not so much.
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On January 14, 2020, Steffans Legal filed a wage and hour class action in US District Court - Boston on behalf of current and former employees of Gold Medal Bakery located in Fall River, Massachusetts.
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Our Junior Associate, Flo, was caught possibly abusing medical leave. We walk you through Steffans Legal’s subsequent workplace investigation and decision making as to whether or not we could discipline or terminate her employment for the alleged abuse of medical leave.
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In Weiss v. Loomis, Sayles & Company, Inc., the Massachusetts court of appeals reversed a trial court’s decision ruling that the plaintiff was misclassified as an independent contractor. In doing so, the appeals court provided helpful guidance on how to apply the Massachusetts independent contractor three part “ABC test”.
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In Galloway v. SimpliSafe Inc., call center customer service representatives filed a class action alleging that they should be paid a premium for working Sundays under the Massachusetts Blue Laws because they sold new alarm systems as part of their duties.
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On December 2, 2019, the First Circuit held that Massachusetts law does apply to Massachusetts au pairs and that according to Massachusetts law, those au pairs must be paid overtime for hours worked over 40 in a workweek.
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On Monday October 28, Steffans Legal filed a class action on behalf of Shawn Connors and all other tipped employees at MGM Springfield for what we believe to be serious violations of state and federal wage-and-hour laws.
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Yesterday, Flo came to our management team requesting a workplace accommodation for a recently diagnosed illness she is suffering from. Let’s walk through whether she is covered under any employment laws and if so what we should consider when deciding whether we can accommodate her request.
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The US Department of Labor announced that it is raising the minimum salary threshold from $455/week to $684/week. Thus, in order for employees to qualify for certain exemptions from overtime and minimum wage requirements under the FLSA, they must be paid at least $35,568 per year starting January 1, 2020.
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The case of Lazo v. Sodexo, Inc., recently decided by the First Circuit, explains how the Massachusetts Tips Act regulates service charges by prohibiting employers from retaining ‘service charges’ paid by a customer and instead allows employers to charge and retain an administrative fee.
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Speedway recently moved to dismiss Massachusetts Overtime Act related claims of a group of managerial employees, arguing that gas station employees are exempt from overtime under the Act. The Court sided with the employees, suggesting that Speedways may not be a ‘gas station’ based on the employees’ duties.
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A recent Massachusetts court case demonstrates how non-solicit agreements work and how courts analyze them in determining whether a former employee engaged in conduct that amounted to solicitation in violation of a non-solicit agreement.
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A Massachusetts superior court justice answers important questions regarding amusement parks, seasonal businesses, and overtime. Providing more guidance on how to determine which days count as operational to qualify for these exemptions.
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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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Steffans Legal filed a statewide class action in Berkshire County Superior Court against Papa Gino’s, Inc. We’ve brought this claim on behalf of all delivery drivers who worked at a Papa Gino’s location in Massachusetts.
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The sky hasn’t fallen…Massachusetts court rules that new non-compete law does not require garden leave pay or, for that matter, any leave pay.
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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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