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McDonald’s Joins Companies Nationwide that are Raising Wages

McDonald’s has recently taken measures to improve wages and benefits for its employees. However, these newly implemented policies will only affect those employed by the company stores, not franchisees. As part of the new benefits, employees will see an increase in salary to at least $1 above the local minimum wage, eligibility for time off, and a new program applying to all employees who wish to earn a high school diploma or fund their college education. 90,000 workers would be affected at 1,500 McDonald’s restaurants. This means that 90% of McDonald’s workers would not see these benefits as the majority of the restaurants are franchisee-owned.

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Women Celebrate Victory in Supreme Court Young v. UPS Decision

In the much anticipated Supreme Court decision in the case of Young v. UPS, the Court remanded the case back to the 4th Circuit.  Although the Supreme Court did not directly decide the issue of whether UPS violated the Pregnancy Discrimination Act, in not offering Young a disability accommodation due to her pregnancy, it held that Young’s claim should at least be heard.  Advocates celebrated this as a victory because at least Young would have her day in court that had been denied by the lower courts.  Young’s attorney considered the decision to be a “big step forward towards enforcing the principle that a woman shouldn’t have to choose between her pregnancy and her job.”

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Abercrombie and Fitch Faces Another Lawsuit Based on Religious Discrimination

Abercrombie and Fitch has been subjected to several lawsuits in the last few years based on the company’s appearance policy.  CEO Mike Jeffries was quoted in 2013 remarking that the company’s objective is to target “good looking people” which is why they “hire good looking people.”  The company has been accused of discrimination based on weight, physical disabilities, appearance, and religion.

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Should You Be Compensated for Time Spent in Workplace Security Checkpoint?

Recently, the United States Supreme Court ruled that companies are not obliged to pay employees for the time they spend undergoing security checks at the end of their shifts.

The case presenting the issue of overtime pay involved the elite online marketplace Amazon.com and employees of a company in Nevada responsible for processing and shipping amazon purchases. Specifically, the employees of the Nevada company had sued the company for back wages and overtime pay. They claimed that they should have been compensated for time spent in security screenings. While the employees claimed that such screenings, designed to prevent against theft, took up to 30-minutes, Amazon maintained, that the screening process is designed to take 90-seconds per employee.

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United States Supreme Court to Take on Pregnancy in the Workplace

The United States Supreme Court is scheduled to hear a case (Young v. UPS, 12-1226) that has the potential to affect how pregnant workers are accommodated in the workplace.

The case involves popular package and parcel shipping company, UPS, and a female employee who had been working as a driver in Landover, Maryland. After becoming pregnant in 2006, the employee submitted a doctor’s note backing her request for a temporary assignment to avoid lifting heavy packages.

UPS declined to accommodate the employee and doctor’s request, reiterating its policy that drivers must be able to lift packages weighing up to 70 pounds.

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Are You Eligible for Overtime Pay in New York?

The Fair Labor Standards Act (FLSA) automatically qualifies certain types of workers who meet overtime pay requirements for guaranteed overtime for all hours worked over 40 in a single week (or daily overtime limits set by New York overtime laws). If your work involves manual labor (such as construction worker, factory attendant, cashier, etc.) you most likely fall within the protections of overtime law.

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Army Found to Have Unlawfully Discriminated Against Transgender Employee

In a recent groundbreaking decision announced on October 23, 2014, the United States Office of Special Council found that the United States Army discriminated against a transgender civilian worker who transitioned from male to female.

According to the report, the employee, a disabled vet, was working in the U.S. Army Aviation and Missile Research, Development and Engineering Center (“AMRDEC”) in Redstone, Alabama, when she transitioned from male to female in 2010. During that time, the Office of Special Council found that her employer engaged in a several discriminatory practices including, improperly restricting her restroom usage, referencing her with male pronouns, excessively monitoring her conversations with coworkers, and not giving her work.

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Employee or Independent Contractor? How Some Employers Are Committing Wage Theft

A September 1, 2014 report by the New York Times, revealed an increase in lawsuits across the nation, charging various employers of violating minimum wage and overtime laws. Some of the allegations include erasing work hours and wrongfully taking employees’ tips.

Both federal and state officials argue that more companies are violating wage laws than ever before.  Officials speculate that these violations are motivated by competition and higher profits. However, another argument supposes that the structure of these businesses essentially incentivizes wage theft due to their organizational structure.

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LinkedIn to Pay Millions for Overtime Labor Violations

The popular professional social media networking service, LinkedIn, has recently agreed to pay almost $6 million in unpaid wages and damages to 359 current and former employees.

According to the U.S. Department of Labor, an investigation found LinkedIn Corp. in violation of overtime and record-keeping rules pursuant to the federal Fair Labor Standards Act (FLSA). It said the violations occurred at company branches in California, Illinois, Nebraska and New York.

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New Bill to Tighten Restrictions on Employer Inquiry into Applicant Criminal Record

A new NYC Council bill proposes barring employers from asking job candidates if they have a criminal record, or have ever been convicted of a crime, and is expected to become law in New York City very soon.

The ‘Ban the Box’ bill would will essentially prohibit the widely used “check boxes” on job applications that ask about past convictions. Furthermore, the new legislation would prohibit employers from inquiring about an applicant’s criminal record until a conditional job offer has been offered.

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    Katlinna Zhao
    I had a great experience working with Steven Sack during my recent job separation. He was incredibly professional, knowledgeable, and genuinely cared about achieving the best outcome for me. Thanks to his expertise, we were able to secure additional benefits beyond my original severance package, for which I am truly grateful. Steven guided me through the entire process with clear communication and support, making a challenging situation much easier. I highly recommend them to anyone in need of a dedicated and effective advocate!
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    Steve was amazing to work with. He is always available and follows up on email or phone calls immediately The process was fast and painless, and he helped me understand a number of things that I did not. I would recommend him highly, and he will be my sole source for employment law going forward. Thank You Steve!
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    Steven was reliable, straightforward, empathetic, honest, dependable and pushed for what I asked for in my agreement with my employer. I thought his prices were reasonable. I felt like I was in good hands throughout a terrible work situation. Highly recommend his services!
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    My experience with Steven Sack was similar to those that many others have had with him before. Honest, caring, communicative, and exceedingly knowledgeable. My legal troubles caused me a few sleepless nights and he was a Godsend in resolving my legal matter. He was my advocate through and through. If you are dealing with any issues regarding employment law, go to Steven!
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