Virginia Employer Law

Can A Volunteer Make a Claim for Unpaid Wages?

Posted on November 2, 2016 by Elaine I. Hogan

The Situation: A small business owner has his girlfriend help him with paperwork and advertising while he tries to grow his business. He does not pay the girlfriend any hourly wage or salary, the idea being that she is pitching in to make his business successful. A year and a half later, the couple breaks up. The girlfriend then claims that she is entitled to compensation under the FLSA. Can she succeed on such a claim?…

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Overtime Rule Changes—Have You Considered All Your Options?

Posted on October 26, 2016 by Elaine I. Hogan

The Situation: As most employers are well aware, as of December 1, 2016 (unless something changes before then), the salary minimum for many white collar exemptions under the FLSA will significantly increase from $23,600 to $47,746.  If you have an employee who is making less than the new minimum salary, but also often works over 40 hours in a week, two options are clear--to either raise her salary to the new level to maintain her exemption status or to begin paying her time and a half for all hours worked over 40 in a week. But are there any other options available?…

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Can You Claim Total Disability But Also Claim to be Qualified Under the ADA?

Posted on October 19, 2016 by Elaine I. Hogan

The Situation: An employee takes extended leave because of a medical condition.  After exhausting her FMLA leave, the employee asks for additional leave as an accommodation.  Because of the nature of her position and needs of the company, you cannot provide this accommodation and she is terminated.  The next day she files her application for disability benefits, claiming that she is temporarily totally disabled.  Can she claim to be a “qualified individual” under the ADA and bring a claim based on her termination?…

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Requiring Transgender Employee to Use Gender-Neutral Bathroom Found to Violate Title VII

Posted on October 12, 2016 by Elaine I. Hogan

The Situation: An employee informs you that he is transgender and is in the process of transitioning to a man.  Based on concerns about other employees’ reactions, you inform him that he can no longer use the female restrooms, but also cannot use the male restrooms. Instead, he must only use the single occupancy gender-neutral restrooms.  Is this Title VII discrimination?…

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Orioles Concession Stand Workers Exempt From Overtime

Posted on October 5, 2016 by Elaine I. Hogan

The Situation: Along with the more frequently discussed exemptions, the FLSA contains an exemption for employees of any amusement or recreational establishment, as long as the operations are seasonal.  But what exactly is an amusement or recreational establishment?…

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21 States Challenge Changes to Overtime Rule

Posted on September 28, 2016 by Elaine I. Hogan

The Situation: As all employers are aware, in May 2016, the Department of Labor (“DOL”) announced the final rule related to overtime changes.  From many employers’ perspective, the biggest and most significant change is the dramatic increase in the minimum salary necessary for the executive, administrative and professional exemptions—from $23,660 per year to $47,476 per year.  Employers of varying sizes and types and in varying geographic regions have raised concerns about how this will affect their ongoing operations.…

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Non-compete Agreement Void Based on Misclassification as Independent Contractor

Posted on September 22, 2016 by Elaine I. Hogan

The Situation: You bring someone on as an independent contractor—and as part of the agreement, he agrees to a non-competition provision. If it is determined that you really should have classified the worker as an employee, could that jeopardize the enforceability of the non-compete?…

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Supervisor Faces Individual Liability Under the FMLA

Posted on September 14, 2016 by Elaine I. Hogan

The Situation: After an employee at a public agency takes a number of weeks of approved FMLA leave, a supervisor begins criticizing her performance harshly (and at times, unjustifiably).  The supervisor ends up giving her a written warning for engaging in conduct that is not generally even disciplined.  When the employee later makes another mistake and is terminated, she brings a number of claims, including a claim of FMLA interference and retaliation.  Not only does she assert claims against the employer, but also against the supervisor.  Can the supervisor be held individually liable?…

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Retaliation According to the EEOC

Posted on September 7, 2016 by Elaine I. Hogan
Posted in Retaliation

The Situation: Retaliation claims continue to be a favorite of employees and are the most frequently alleged bases for discrimination.  Employers should be aware of the ever present risks of such claims.  So what is the EEOC’s take on what constitutes retaliation?…

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Can’t I Do Something About These Unfounded Discrimination Claims?

Posted on August 31, 2016 by Elaine I. Hogan

The Situation: Your employee brings a claim of discrimination against your company which you believe is completely meritless. If you pursue a malicious prosecution charge against her, could you face a claim of retaliation?…

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