Q. My company asks employees who receive raises or discretionary bonuses not to discuss them with other employees. An employee recently took issue with this request and told me the company’s practice is illegal. Is that true?
Q. Can an employer prohibit employees from sharing confidential wage information with each other, such as rates of pay or the amount of wage increases?
Employees can file class-action lawsuits on behalf of all similarly situated employees to recover unpaid overtime and other unpaid wages—if they are willing to give up their statutory rights to penalties and liquidated damages under New York State labor laws.
Star One Staffing has agreed to pay $113,000 in back wages and damages to 70 Filipino workers who served as waiters, waitresses and bus staff at exclusive Long Island country clubs.
Q. Would a brief clock-out (initiated by the employee) of less than 20 minutes, such as an impromptu smoking break or personal phone call break, need to be paid as work time?
Q. Some of our supervisors make their exempt employees take personal or sick leave for every minute they miss from work, even if they work a regular schedule the rest of the week. Can we safely do that?
Organizations that appeal most to employees age 50 and older make it a point to focus recruiting efforts on that group. And they stuff their benefits packages with perks that help older employees balance work with caregiving responsibilities. Here are five best practices your organization can adopt.
The seven Shared Technologies employees who are serving in the military in Iraq or elsewhere get a monthly reminder that they’re still members of the team at the Texas company.
Q. I have an employee who has a substantial daily commute—75 miles each way. Do I have to compensate the employee for time spent traveling to and from work?