In the case of Furtado v. Republic Parking System, LLC, a Massachusetts Court analyzed whether the Massachusetts Wage Act applied to unreimbursed travel expenses and comp time.
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Yesterday, retailer H&M agreed to pay $3,800,000 to settle claims brought by employees who were not compensated for undergoing mandatory security checks.
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In February 2020, the Seventh Circuit provided guidance on class action notification requirements under the FLSA when potential class members may have signed arbitration agreements.
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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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REI agreed to pay $5,000,000 to settle claims brought by a former employee on behalf of herself and 7,000 other nonexempt REI employees who were required to undergo security checks after they had clocked out, meaning they weren't compensated for that time.
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Massachusetts law requires employers to pay employees for all hours worked. A court recently decided whether “hours worked,” included time spent having bags searched by security at the end of shift.
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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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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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