Misclassification of workers is a common issue. As this case illustrates, it tends to affect multiple workers at a time, giving the mistake potential to be expensive.
Federal law requires that workers be paid at least the minimum wage and overtime for all hours worked over 40 in a workweek, unless an exemption applies. To determine whether workers are exempt from the overtime pay requirement, employers should consider both salaries and job duties, sources previously told HR Dive . All of the exemptions except the outside sales exemption require employees to make more than $684 per week.
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Lawsuit calls for overtime pay for King Soopers assistant managers – BizWest
DENVER — A Colorado man filed a class-action lawsuit this week in U.S. District Court in Denver alleging that King Soopers and parent firms The Kroger Co. (NYSE: KR) and Dillon Cos. LLC have systematically violated labor laws to withhold overtime pay from assistant store managers.
Attorneys for William Powell, a Littleton resident who worked at a Grand Junction King Soopers store from 2016 to 2019, claim that the grocery store giant incorrectly classifies assistant managers as exempt from overtime pay despite those employees having essentially the same job function as hourly employees who are eligible to be paid time-and-a-half when they work more than 40 hours in a week or 12 hours in a day.
Westmoreland County allows furloughed workers to pay into pension accounts | TribLIVE.com
Westmoreland County workers furloughed this spring in response to the coronavirus pandemic will have an opportunity to restore their future pension benefits.
The county’s retirement board on Monday unanimously voted to allow employees who have since been returned to their jobs to buy back time lost while off the payroll because of the pandemic.
The county furloughed nearly 500 employees in early April as government operations were slowed after the governor ordered all essential workers to remain at home in an effort to curb the surging cases of the coronavirus.
Facebook Reaches Deal To Settle Unpaid OT Class - Law360
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Lebanon: Abolish Kafala (Sponsorship) System | Human Rights Watch
The Labor Ministry has said it is drafting its own contract, based on the working group's version. Any contract that the Labor Ministry adopts should guarantee:
Former Employees of PLS Logistics File Class and Collective Action to Recover Unpaid Overtime -
PLS Logistics accused of denying overtime pay to former Account Executive Trainees, in violation of federal law
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Canadian Employment Class Actions in the Gig Economy - Lexology
The Supreme Court of Canada (“ SCC “) ruled in Uber v Heller (“ Heller “) that a dispute between Uber and its drivers will remain in Canada. The dispute dates back to 2017 when Mr. Heller, who worked as a food delivery driver for Uber in Toronto, commenced a class proceeding against Uber for violations of the Ontario Employment Standards Act, 2000, c. 41 (“ ESA “) in the Ontario Superior Court.
Initially, Uber was successful in staying the class proceeding. Mr. Heller appealed. The Ontario Court of Appeal (“ONCA”) reversed the motion judge’s decision and held that the arbitration clause was unconscionable. Uber appealed to the SCC. On June 26, 2020, the SCC affirmed the ONCA’s finding that the arbitration clause is invalid because it is unconscionable. The SCC did not directly address the issue of invalidity arising from contracting out of the Ontario ESA .
Labor Attorneys Blumenthal Nordrehaug Bhowmik De Blouw LLP File Lawsuit Against DSV Solutions,
The filed lawsuit alleges DSV Solutions, LLC violated the California Labor Code by failing to provide accurate wages, as well as required meal and rest breaks.
For more information about the class action lawsuit against DSV Solutions, LLC, or if you would like to know if you qualify to make a claim, please contact attorney Nicholas J. De Blouw today by calling (800) 568-8020.
Blumenthal Nordrehaug Bhowmik De Blouw LLP is a labor law firm with law offices located in San Diego County , Riverside County , Los Angeles County , Sacramento County , and San Francisco County . The firm has a statewide practice of representing employees on a contingency basis for violations involving unpaid wages, overtime pay, discrimination, harassment, wrongful termination and other types of illegal workplace conduct.
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