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5 Feb 2011, 10:34 am
As Irvine, California labor and employment attorneys, we have been following the recent multi-state class-action overtime lawsuit settlement announcement of $15 million, to be paid by sportswear chain Dick's Sporting Goods, Inc. to current and former employees who claim that the company violated federal and state wage and hour laws by failing to pay overtime and forcing them to work through meal and rest breaks. [read post]
11 Dec 2009, 12:39 am
Pizzo is seeking over $100,000 plus costs. [read post]
12 Jan 2011, 1:35 pm
According to a recent news development that our Riverside employment attorneys have been watching, the U.S. [read post]
15 Feb 2018, 3:21 am
A new report—released by Benefitfocus, Inc. [read post]
15 Feb 2018, 3:21 am
A new report—released by Benefitfocus, Inc. [read post]
23 Sep 2011, 7:00 am
Recently, two employees of Circle K Stores, Inc. filed a collective action lawsuit against the company. [read post]
27 Sep 2014, 10:05 am
AirTran Airways, Inc. v. [read post]
11 Mar 2011, 12:40 pm
Beck Disaster Recovery Inc. [read post]
22 Dec 2016, 11:34 am
” Background ABM Security Services, Inc. [read post]
23 Jan 2014, 6:30 am
©2014 Amaxx Risk Solutions, Inc. [read post]
30 Nov 2012, 2:37 am
In fact, so are the premium paid by an employer for workers' compensation coverage. [read post]
13 Aug 2013, 6:30 am
Plus, when employees know that the employer thoroughly investigates every injury claim, the incidents of fraudulent claims is greatly diminished. [read post]
30 Apr 2019, 3:30 pm
Nine years later (nearly to the day), on April 24, 2019, the Supreme Court in Lamps Plus, Inc. v. [read post]
28 Mar 2013, 6:49 am
” If one employee files suit alleging a violation of the WARN Act, the liability on back pay is 60 days’ worth (plus, of course, any penalties, costs, or attorneys’ fees available under WARN). [read post]
10 Feb 2011, 5:22 pm
As our Costa Mesa, California labor and employment lawyers have documented in a related California wage and hour blog, under the Fair Labor Standards Act (FLSA), covered employees should be paid at least $7.25, the federal minimum wage, for every hour worked, plus one-and-one half their normal pay rates, including commissions, incentive pay, and bonuses, for hours worked beyond 40 in workweek. [read post]
10 Mar 2011, 8:10 am
Puga states his employer had no exposure to liability as a result of being his employer and his non-seaman status. [read post]
18 May 2012, 3:17 pm
Florida Metro University, Inc. (5th Cir 5.18.12).Reed sued claiming that his on line Bachelor's degree in paralegal studies would not be recognized either by law schools, nor a police department where he sought employment. [read post]
23 Jul 2020, 2:47 pm
B-G Maintenance Management of Colorado, Inc., the Tenth Circuit held in order to prevail on a sex-plus claim, a female plaintiff had to prove that the subclass of women to which she belonged “was unfavorably treated as compared to the corresponding subclass of men. [read post]
3 Aug 2022, 5:01 am
Comment. 283 (2011). [5] Trans World Airlines, Inc. v. [read post]
28 Sep 2015, 2:10 pm
The FLSA requires that covered, non-exempt employees be paid at least the federal minimum wage of $7.25 per hour for all hours worked, plus time and one-half their regular rates, including commissions, bonuses and incentive pay, for hours worked beyond 40 per week. [read post]
