A worker who performs a function that is an “integral part” of the employer’s business is less likely than ever to be treated as an independent contractor. In a recent regulatory pronouncement discussing the Fair Labor [...]

Under the broad definitions of the Fair Labor Standards Act (FLSA), most workers are employees. This article was published in the July 15, 2015, issue of The National Law Review. The debate over worker classification of [...]

The national movement behind increasing minimum wages comes after several cities such as San Francisco, Los Angeles, and Seattle already started down a path toward a $15.00 per hour minimum wage. This article was published in [...]

If you have at least one employee working in California, you are a covered employer under that state’s paid sick leave law. This article was published in the June 24, 2015, issue of the National Law Review. The right [...]

Overly broad handbook provisions threaten employee rights to engage in “protected concerted activity,” NLRB report warns. On March 18, 2015, the National Labor Relations Board (NLRB) General Counsel issued a report [...]

The Supreme Court’s decision in Young v. UPS makes clear that employers should carefully review their policies and practices to ensure they do not unduly burden pregnant workers. On Wednesday, March 25, the U.S. Supreme [...]

Don’t end up in expensive litigation over something that could have been cured by spending a few dollars. A difficult issue is created for employers when they need to communicate with employees on leave. What is the best [...]

Arizona’s FMLA-covered employers must now provide leave to employees for the purpose of caring for a same-sex spouse. Last week, same-sex marriages were made legal in Arizona. The lifting of the state’s [...]

Restrictive Covenants in Employment Agreement Found to Be Too Broad The Orca decision reaffirms that any restrictive covenants in an employer’s agreement with an employee must be narrowly tailored to protect only the [...]

The Orca decision reaffirms that any restrictive covenants in an employer’s agreement with an employee must be narrowly tailored to protect only the company’s legitimate business interests. Under Arizona law, [...]