Long Island Rail Road employees racked up thousands of dollars of extra pay by taking advantage of the agency's vague rules on whether they can be paid for work-related commuting time, according to new reports released Friday by the MTA's inspector general.
Four LIRR foremen "inappropriately and excessively" claimed $41,000 in double-time or overtime pay for time commuting to and from voluntary overtime shifts, the IG's findings show.
"It's unfortunate that decades of lax management at the LIRR grandfathered in the expensive practice of paying for employees' 'travel time' — even though such time was not clearly granted by the Collective Bargaining Agreement," said MTA Inspector General Carolyn Pokorny.
Other things to check out:
MTA Worker Accused of Overtime Fraud Made $461,000 in One Year - The New York Times
One night two years ago, Thomas Caputo, a senior track worker for the Long Island Rail Road, put in for 15 hours of overtime for work he said he had done at the West Side Yard in Manhattan. His shift began at 4 p.m. and ended at 7 o'clock the next morning.
But, the authorities say, Mr. Caputo was somewhere else that evening: at a bowling alley in Patchogue, N.Y., more than 55 miles away, where he bowled three games, averaging a score of 196.
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Mr. Caputo was one of five current and former employees of the Metropolitan Transportation Authority charged on Thursday with participating in an overtime fraud scheme that allowed them to become among the highest-paid employees at the agency, federal prosecutors in Manhattan said.
Labor Law Attorneys, Blumenthal Nordrehaug Bhowmik De Blouw LLP, File Lawsuit Against Okta, Inc.
The lawsuit alleges Okta, Inc. violated the California Labor Code by failing to compensate their employees for missed meal and rest breaks.
For more information about the class action lawsuit against Okta, Inc., call (800) 568-8020 to speak to an experienced California employment attorney today.
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 , Santa Clara County , Orange 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.
Hongkong Post says move to hire outsourced and retired workers is to help reduce pressure on
And here's another article:
DOL clarifies pay rate calculations for piece-rate workers | HR Dive
DOL's letter may aid in overtime calculations for piece-rate workers under the FLSA. Per agency guidance, employees paid on a piece-rate basis are generally entitled to an additional one-half times their regular rate of pay for each hour over 40 in a given workweek, plus their full piecework earnings.
The department has issued a number of opinion letters in the past year addressing what may be included in an employee's regular rate of pay for FLSA overtime calculation purposes. In March, for example, DOL said that a longevity bonus must be included in the regular rate, as must certain installments of a referral bonus.
Migrant domestic caregivers rally in Taipei for equal rights | Taiwan News | 2020/12/14
TAIPEI (Taiwan News) — Domestic caregivers rallied in Taipei on Sunday (Dec. 13) to call for the same legal protections that other migrant workers enjoy in Taiwan.
As International Migrants Day (Dec. 18) approaches, approximately 200 domestic workers from the Philippines, Indonesia, and Vietnam rallied in front of the Legislative Yuan on Sunday to call for the creation of a “household service act,” according to the Migrants Empowerment Network in Taiwan (MENT, 台灣移工聯盟係). Key components of the proposed law include a minimum wage and two days off per week.
Beaver Creek workers sue Vail Resorts in wage dispute – Broomfield Enterprise
A trio of Beaver Creek Ski Resort employees are suing owner Vail Resorts in a wage dispute that alleges the Broomfield-based resort operator has engaged in a pattern of withholding wages and overtime pay.
Plaintiffs Randy Quint, John Linn, and Mark Molina are asking the U.S. District Court in Denver to certify a class action suit for all of Vail's similarly situated seasonal employees across its portfolio of resorts. The suit claims the firm doesn't compensate workers for their time traveling on company transportation to and from resorts, or for the time it takes to put on and remove company-mandated gear and for training.
Blog Series – Managing A Future Remote Workforce - Employment and HR - United States
In the previous part of this series, we wrote about how the shift to permanent remote work comes with some challenges that implicate accommodation laws and performance management of remote workers. In part two of this series on managing a future remote workforce, we tackle some of the biggest wage-hour and privacy issues that are likely to arise and/or be more prevalent with remote workers.
A few states and localities, including but not limited to California, Illinois, and Seattle, have statutes expressly requiring employers to indemnify employees for all necessary expenses incurred as a direct result of performing the duties of the employee's job. A number of other states have more general laws that could be interpreted to require reimbursement of necessary business expenses.
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