Lumber One hired three employees and titled them as managers of the company’s lumberyard. The company classified these employees as executives, and accordingly paid them on a salary basis without overtime compensation. During their employment with the company, the employees performed various duties including assembling shelves and stocking merchandise, and helping load trucks.
Proving yet again that an actionable harassment claim has to be based on a protected characteristic, an appeals court dismissed the claims of a male employee whose male supervisor allegedly squeezed his nipples and the nipples of several male co-workers.
NLRB Decision Allows Employees Use of their Employer’s Email System During Nonworking Time To Talk About Their Working Conditions
On December 11, 2014 the National Labor Relations Board (NLRB) issued a ruling allowing employees use of their employer’s email system during nonworking time for statutorily protected communications under Section 7 of the National Labor Relations Act (NLRA). As a result, many employees are now eligible to complain about their work conditions to each other via e-mail with legal protection.
Support Animals can be considered a reasonable accommodation under the Americans with Disabilities Act (ADA) or the Rehabilitation Act of 1973 under certain conditions. The case of Branson teaches that a dog could be an accommodation not only for blind employees but also paraplegic employees.
Hospital Violates FLSA by Requiring Employees To Monitor Phones or Other Devices During Lunch Breaks
A United States District Court for the Eastern District of Wisconsin recently granted a conditional class certification to Certified Nursing Assistants (“CNAs”) and housekeepers employed by Waukesha Memorial Hospital (“Waukesha”).
In 2011, Jane Harris, a resale buyer working with Ford Motor Company (“Ford”), filed a complaint with the U.S. Equal Employment Opportunity Commission (“EEOC”) alleging that the companies’ denial of her request to work from home (telework)...
On June 26, the Fourteenth Court of Appeals issued a ruling enforcing a non-compete agreement between a court reporting services company and its former employee, Martha Rodriguez.
After posting a comment to his Facebook page that offended some people, Precinct 3 Commissioner James Noack is facing more problems after he removed the post and issued a quasi-apology.
One area of employment discrimination law, which, until now, has been relatively ambiguous, may see more clarity this fall when the Supreme Court hears a pregnancy discrimination case.
The press continues to follow gender discrimination allegations involving Commissioner James Noack. The story has garnered a great deal of attention with five different front page stories being published in the Conroe Courier.