Putting an end to an employer’s previous conundrum of determining what constitutes “recently” separated when evaluating a former employee’s request to review his or her personnel file, the Pennsylvania Supreme Court has ruled that terminated employees are not entitled to inspect their personnel files. 

According to the U.S. Court of Appeals for the Ninth Circuit, the mortgage underwriters in the matter of McKeen-Chaplin v. Provident Savings Bank do not qualify for the Fair Labor Standards Act’s (“FLSA”) administrative exemption and must be paid overtime. The Court’s ruling serves as a reminder of the importance of an employee’s primary duties in determining the application of an exemption.  

In an effort to reduce pay gaps between genders, Delaware has enacted a pay history inquiry ban that prohibits employers from screening job applicants based on their salary history and asking a current or former employer about an applicant’s compensation history.

The California Labor Commissioner has issued a model notice of Rights of Victims of Domestic Violence, Sexual Assault and Stalking, setting forth the rights and duties of employers and employees under the state’s domestic violence law.

All employers in Minneapolis, Minnesota, must pay their employees at least $15.00 an hour by July 1, 2024.

We’ve all been there. An employee is not meeting performance expectations and you are told that termination is “risky.” Why can’t we just terminate? The employee is “at-will.” Why must we wait? What are my options?