A Massachusetts federal court recently identified the circumstances in which an employee can have more than one employer.
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A Massachusetts court recently sided with a head chef who is alleging his employer improperly classified him as an exempt salaried employee in order to avoid paying him overtime.
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On September 16, 2020, Steffans Legal, along with Sommers Schwartz PC, secured a $3.9 million settlement on behalf of chemical plant employees in unpaid wage and unpaid overtime claims.
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Can an employer can force an employee to get a vaccine or can an employer force an employee to wear a face mask? To answer these questions, one must resort to an analysis of state and federal laws prohibiting disability discrimination and religious discrimination.
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According to the 80/20 rule, servers can be paid the tipped minimum wage for all hours worked unless they spend 20% of their working time performing side work.
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On July 17, 2020, the First Circuit Court of Appeals was asked to decide whether class action waivers are enforceable outside the FAA context?
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An analysis of whether there are any First Amendment or anti-retaliation protections for employees regarding their social media posts on platforms like Facebook, Twitter, and LinkedIn.
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A Massachusetts court recently provided guidance as to what the day of ‘discharge’ is in situations where an employer gives an employee advance notice that their employment is ending.
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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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A California court recently addressed the issue of whether an employee is owed vacation pay at the end of employment under an unlimited PTO policy.
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Two recent cases expanded the scope of evidence Massachusetts employees may utilize to prove hostile work environment and workplace harassment claims.
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A Massachusetts court recently analyzed when an employee handbook is and is not an enforceable contract. Click below to learn. more.
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A Massachusetts court recently concluded that the IRS mileage rate is suitable for determining damages in a case where an employer fails to reimburse an employee for mileage.
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The COVID-19 outbreak has changed many employment-related rules, including those that relate to what types of questions an employer may ask their employee or prospective employee regarding potential exposure to COVID-19.
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The US Department of Labor issued guidance to employees on the Emergency Paid Sick Leave Act and Emergency Family and Medical Leave Expansion Act both part of the recently passed Families First Coronavirus Response Act (FFCRA).
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General answers to questions as to whether noncompete or nonsolicit agreements are enforceable if an employee is laid off due to the impact of COVID-19.
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Massachusetts employees may be entitled to paid or unpaid medical leave or sick leave due to COVID-19 related quarantine, suspected illness or diagnosed illness, caring for a sick family member, or caring for a child at home due to COVID-19 related closures.
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Massachusetts law still remains clear as to employer obligations to pay for all hours worked and any accrued and unused vacation leave, on the last day of employment, under these circumstances.
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This week the federal government passed two laws providing important protections to employees during the COVID-19 outbreaks: the Emergency Family and Medical Leave Expansion Act and the Emergency Paid Sick Leave Act.
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