Employment Law Archives - Page 13 of 17 - Parks Chesin & Walbert
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The Holiday Nobody is Celebrating

You may not know that today – April 8, 2014 – is actually a holiday.  But it’s one that doesn’t exactly call for a celebration.

Equal Pay Day is a date chosen each year that symbolizes how far into the new year a woman must work to earn what her male counterparts earned during the prior year.  It falls each year on a Tuesday, to symbolize how far into the new work week women must work to earn what mean earned the previous week.


Presidential Expansion of Overtime Pay

In his weekly radio address and Presidential Memorandum President Barack Obama has proposed taking a great step forward and modernizing the test for applying so-called “white collar” exemptions. The “white collar” reference is a misnomer because employers can get away with denying overtime wages to workers they call “executive” or “management” employees, even though their annual pay is less than $24,000 a year. That doesn’t sound very “white collar.” The reality is that many such workers who are classified as management or administrative executives are actually spending the majority of their time performing manual labor.READ MORE

PCW Prevails in Pre-Award Bid Protest

Matt Maguire prevailed in a pre-award bid protest of Georgia’s IT staffing contract which removed certain requirements from the RFP that presented substantial impediments to our client’s ability to supply those services to the state.

What Should I do if I Have a Labor Dispute with My Employer?

In an ideal work environment, all the employees would receive fair compensation and fringe benefits. This would include a given amount of paid time off. While most employees are typically happy with what they receive, every so often there is a disagreement of benefit terms. This is known as a labor dispute; here we will look at what you should do if you should find yourself with a labor dispute.


Am I Entitled to Overtime Pay Even If I’m on a Salary?

The answer to the question, “am I entitled to overtime pay even if I’m on a salary?” is yes if you’re a nonexempt salaried employee and no if you’re an exempt employee.  It sounds simple enough.  But, determining who is exempt and who is not can be tricky.  The Fair Labor Standards Act (FLSA) and accompanying Department of Labor regulations establish the standards for overtime pay. The FLSA recognizes the two types of salaried employees, exempt and non-exempt, and specifies conditions under which an employee is exempt or nonexempt from the rules established for overtime pay. As such, certain salaried employees are entitled to overtime pay while others are not.READ MORE