The Employer Handbook Blog
Image by OpenClipart-Vectors from Pixabay
In what I hope does not become a weekly feature here at The Employer Handbook, it’s time to update the readers on some new laws that NJ Governor Phil Murphy signed last week. Continue reading
Articles Posted in Independent Contractors
New legislation in NJ would make it much harder to use independent contractors
Image by Sandra Ferentschik from Pixabay
Yesterday, one of my favorite readers of the blog forwarded me a link to this article, “Sweeney-backed bill may eliminate independent contractors in N.J.”
That got my attention. Continue reading
New Jersey is teaming up with the DOL to crack down on worker misclassification
Photo By: Airman 1st Class Anthony Nin Leclerec (https://www.jble.af.mil/News/Photos/igphoto/2001874058/)
I feel like worker misclassification has been an issue that’s been flying under the radar for the last year or so, especially as it relates to independent contractors. Continue reading
Sorry, Busta Rhymes. You don’t get a “celebrity exception” for settling your wage-and-hour claim
By Mikamote [CC BY-SA 3.0], from Wikimedia Commons
When parties agree to resolve these claims as part of litigation, two things often happen:
- A court must approve the settlement; and
- The settlement agreement becomes public; i.e., no confidentiality.
Recently, Trevor Tahiem Smith, Jr. and the other parties to an FLSA action requested that a New York federal court relax the publicity rules by creating a “celebrity exception.”
Oh, you don’t know Trevor Tahiem Smith, Jr.?
That’s Busta Rhymes!
The 6 Ways “Covfefe” Can Improve HR Compliance
It all began last week with a (possible) typographical error in a tweet from our 45th President, “Despite the constant negative press covfefe.”
At first, President Trump’s tweet confused us; “covfefe” even stumped a spelling bee champ while creating a spike in demand for novelty license plates.
But then President Trump doubled down on Twitter, “Who can figure out the true meaning of “covfefe” ??? Enjoy!” Well, his Press Secretary, Sean Spicer, told reporters, “The president and a small group of people know exactly what he meant.”
Folks, you’re in luck! As part of that small group of people, I know exactly what President Trump met. You see, “covfefe” is the solution to all of your HR-compliance problems.
Did Lyft violate Philly’s Ban the Box rules? And could this be the tip of the iceberg?
Rideshare service, Lyft, Inc., allegedly violated Philadelphia’s Fair Criminal Records Screening Standards Ordinance, also known as Ban the Box, according to this press release from the law firm Outten & Golden LLP. Continue reading
Third Circuit Employment Law 101: Independent Contractor or Employee
Back when I first started this blog, when I believed that my blogging success would translate into Aston Martins and beach homes, rather than “Can you please email me a copy of your FMLA PowerPoint?”, I had a series of “Third Circuit Employment Law 101” posts. Well, I don’t think I’ve done a “101” post for nearly 5 years. Time to break that streak.
Oh, hold on a sec, I need to respond to another PowerPoint-request email…
6 tell-tale signs, according to the DOL, that your workplace is a hot wage-and-hour mess.
In my younger days, I had a summer job in college where I clocked in at 9 and left at 5. They gave me a desk, a computer, training, a supervisor, job instruction, and a not-so-fatty paycheck. But, at least, nothing got withheld from my paycheck.
They called me an independent contractor and gave me a 1099.
Yeah, about that… Continue reading
Just how nervous should companies be about FLSA lawsuits over employee smartphone use? (Hint: very)
“Once is happenstance. Twice is coincidence. Three times is enemy action.”
(I’m pretty sure that was from Ferris Bueller)
Yesterday, in the Wall Street Journal, I read Lauren Weber’s article “Can You Sue the Boss for Making You Answer Late-Night Email?” And the answer is yes, provided that you are a non-exempt employee under the Fair Labor Standards Act and the time you spend answering that email is more than a few minutes a week. It’s no different than when an employee checks company email at work. Work is work. Employees get paid to work. Continue reading