In Savage v. Maryland, the Court held that no reasonable employee could have believed a Title VII violation occurred in a workplace meeting due to the context surrounding the offensive comments.
California’s highest state court held that the FLSA de minimis doctrine does not apply under state law, which would have excused employers from paying workers for small amounts of time that are difficult to record.
A former Dallas Cowboys cheerleader is suing the football franchise under the FLSA and Equal Pay Act, alleging overtime wage violations and unequal pay compared to the team’s mascot despite substantially similar job duties.
The NLRB memo directs officials in the agency on how to interpret and enforce the Board’s standard for work rules, thus also providing useful guidance to employees when assessing whether certain rules may violate the National Labor Relations Act (NLRA).
Court rules that Philadelphia employers can still ask prospective employees about wage history, but they are prohibited from relying on wage history to make actual wage determinations.