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Suzanne L. Martin Labor & Employment Lawyer Ogletree, Deakins, Nash, Smoak & Stewart Law Firm Las Vegas Nevada

Suzanne L. Martin Labor & Employment Lawyer Ogletree, Deakins, Nash, Smoak & Stewart Law Firm Las Vegas Nevada
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Littler Lightbulb: Wage and Hour Developments During the First 100 Days of the Biden Administration | Littler

Last week, President Biden marked his 100
th day in office. This Lightbulb illuminates some of the more important developments affecting wage and hour law taken during the first 100 days of the Biden administration.
Fight for $15. A top Biden administration priority remains increasing the minimum wage to $15. On April 27, President Biden issued an executive order requiring federal contractors and subcontractors to pay a minimum hourly wage of $15 (effective January 22, 2022) for workers employed in the performance of federal contracts or subcontracts. Thereafter, the minimum wage will be increased based on changes in the Consumer Price Index (or additional legislation changing the minimum wage). The executive order also includes a provision to phase out the tip credit for tipped employees while performing work under federal contracts or subcontracts. This follows the failure to get the proposal included in President Biden’s $1.9 trillion coronavirus relief bill. ....

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Littler Lightbulb: Wage and Hour Developments During the First Month of the Biden Administration | Littler

To embed, copy and paste the code into your website or blog:
It has been just one month since the inauguration of Joseph Biden as the 46th president of the United States, and he has been moving quickly to change the wage and hour landscape. This Lightbulb illuminates some of the more important developments affecting wage and hour law taken during the first 30 days of the Biden administration.
Fight for $15. The Biden administration made clear that increasing the minimum wage to $15 is a top priority. The proposed increase was included in President Biden’s proposed $1.9 trillion coronavirus relief bill and in the legislation introduced in the House on February 19, although President Biden has acknowledged that the minimum wage proposal might not be included in the final bill. On January 22, President Biden issued an executive order directing the Office of Personnel Management to report recommendations to adopt a $15 minimum wage for federal employees. He also indicated th ....

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Current COVID-19 Workplace Litigation Lessons January 13

Legal Disclaimer
You are responsible for reading, understanding and agreeing to the National Law Review s (NLR’s) and the National Law Forum LLC s Terms of Use and Privacy Policy before using the National Law Review website. The National Law Review is a free to use, no-log in database of legal and business articles. The content and links on www.NatLawReview.com are intended for general information purposes only. Any legal analysis, legislative updates or other content and links should not be construed as legal or professional advice or a substitute for such advice. No attorney-client or confidential relationship is formed by the transmission of information between you and the National Law Review website or any of the law firms, attorneys or other professionals or organizations who include content on the National Law Review website. If you require legal or professional advice, kindly contact an attorney or other suitable professional advisor. ....

Hour Practice Group , Workplace Litigation , மணி ப்ர்யாக்டீஸ் குழு , பணியிடம் வழக்கு ,

COVID-19 & the Workplace: Insufficient Personal Protective Equipment

Friday, December 18, 2020
Now in its 33rd week, the Barnes & Thornburg Wage & Hour Practice Group’s COVID-19 related workplace litigation tracker has summarized 678 complaints filed across the United States in 12 categories. This week’s spotlight is on a case representing two trends we’ve seen arise among COVID-19 related workplace complaints: whistleblowers and workplace safety. This case also highlights some unique theories of relief new to the tracker: assault and loss of consortium.
In
Paye v. Elwyn of Pennsylvania, the plaintiff alleges her employer, a human services organization that provides care to individuals with disabilities, failed to provide its employees with sufficient PPE, failed to offer COVID-19 tests for its employees, and failed to notify the plaintiff that one of her co-workers had tested positive for COVID-19. The plaintiff alleges that she raised these complaints to the operations manager and her union representative. The pl ....

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